Tip #2: Figure out who’s going to do what.
This should cover all the players – Hiring managers, budget controllers, human resources personnel, recruiters and staffing firms and the computers/software they use. Then assign the roles and play to your strengths.
If your HR person doesn’t know a spreadsheet from a tweet, don’t have them wallow in interview questions about software systems. If the hiring manager gets deep into the intricacies of installing firewalls in the job description, lean over their shoulder and do some editing. If the budgeting people are wishy-washy about whether the company can afford the position, make that decision first. Get the team together and plan.
You wouldn’t expect a football team to exchange the quarterback for the wide receiver…they each know exactly what the game plan is…You should too.
…and speaking of plans…
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