The document outlines best practices for hiring, including networking with potential candidates even when not actively hiring; replicating traits of successful employees; observing communication styles in email correspondence; involving multiple people in the hiring process; being upfront with candidates who may need development but show potential; and recognizing that building a talented team takes significant effort but pays off.

1. BEST HIRING PRACTICES
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2. • Network, even when you do not have an open position –
Talk or assess anyone who is being sent by someone you know or respect even if there is
no open position. It is very important to build rapport with people you are likely to hire.
May be when you have the funding or when your client signs on the dotted line. That
way, you’re not starting at square one when it’s time to hire, and the candidate feels
valued right off the bat.
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3. • Replicate the Traits that Make Employees Efficacious –
Once you start analyzing candidates and find out the best fits for the company and
successful in given role. Try to inculcate the key traits that makes the employees
successful in their given role.
Ex.- For our team, we’ve learnt that the most important traits are a basic knowledge of
the market research industry, a client-services orientation, a sense of urgency and a
propensity to be cost-cognizant. For our sales team, in addition to the traits above, we
look for candidates with not only sales experience, but also robust account management
experience.
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4. • Take Memo of Email Communication-
Observe how well candidates express themselves in mails and their timeliness in
responding. This not only shows the level of interests in the position but it also gives
understanding on overall communication style of an individual. Communication style
should also be fitting to your business.
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5. • Get the Team Involved-
It is critical to involve several people in the decision process starting from screening
candidates, leading interviews to being involved in post interview dialogues. It is good to
collect all perspectives.
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6. • Be Upfront with Leap of Trust Candidates-
There may not be some candidates who are not the best fit but you decide to take a leap
of faith anyway – may be they need a little more experience or need to develop certain
skill set. Be frank about areas in which you would like to see them develop. It gives
candidates the opportunity to step up to the challenge.
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7. • Building a team with the right blend of talent and proficiency takes significant time
and energy, but it is all worth it when you find the right person for the job—not to
mention the fulfilment in seeing how each individual helps the team move forward in a
new way.
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