Hiring for your communications team can be a fun process. Especially when you have a lot of interest in the job you are hiring out for. To me, the diversity of the applicants reminds me how much fun this work can be, and how difficult it is to find the right person.
Here are some things that I look for when hiring, granted this may be an odd list, but let’s face it, communications teams can an odd bunch.
7 Rules When Hiring for Your Communications Team
1. Hire people worth stealing. Now we know that you want to hire the best for your team, but when I’m hiring I’m looking for people who are so talented that another organization will likely want to steal them.
I do this for two reasons. First, it keeps my on toes and reminds me to treat them well so that they’ll want to stay (and yes, you should treat all employs well regardless of status). Second, these employees are more than likely the type the will set the standard for your industry.
2. Hire people with a well developed hobby. People with a developed hobby show you two things, dedication and persistence. Someone with those two traits can get anything done for your communications team.
3. Hire people who have had to fire or hire someone. If I’m hiring someone who will be in management, I want someone who has had to fire or hire people. Why? This means they have lived in my shoes at some point. Which means they will better understand the personnel descisions that have to be made.
4. Hire people with tattoos. I know tattoos are turn off for a lot people, but I see them differently. I don’t see people with tattoos as a rebel, or a deliquent, I see someone with a story. Don’t believe me? Just ask someone about their tattoo. More than likely the tattoo is a marker in their life that represents some sort of loss, gain or scar.
This markers mean they have more than likely lived a full, unsheltered life. They have some seasoning, some sort of story or experience that will add to the story of your team.
5. People who have worked fast food restaurants. People who have worked in fast food restaurants learn two things. First, they learn what it is like to start at the bottom of the career ladder, which in turn gives them greater appreciation for any other job. Second, they’ve learned how to be efficient and move quickly.
6. Hire people who’ve gotten fired or came close. Not everyone who gets fired is let go for the right reasons. Sometimes, someone tries a bold, calculating move that fails. However, in a different context it might have worked and had huge results. These are the type of people who will take risks for you because they have been there before. I am not saying hire people who are reckless, just hire people who take risks.
7. Hire people who hate Comic Sans. Do I really need to explain this one?
What rules do you have when hiring for your communications team? Click here to share below.
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