Based on his many years of experience as a recruiter and a manager, Jason Mesut talked about getting the right people for your team and then supporting them.
|Frame||Scope and position the team and the roles within it
Make sure you understand it and position
|Hire||Attract and assess the fit of people to your team
Honestly represent your positioning – signing NDAs before interviewing can be weird but it allows people to open up -you want to see the best and worst
|Fire||Manage those that don’t and can’t fit into your team|
|Grow||Develop individuals, scale the team, increase its presence|
|Adapt||Flex to changing needs and the team dynamics itself|
|Exit||Get out to let others grow and shape things without a dependence on you|
They may be happening in parallel.
Framing and hiring affects the other stages.
Consider the level of innovation, medium, nature (sector), who for, for candidates, relevance or transferable experience, interests and reservations
Hard to asses – design challenges can be used carefully (though they can create false results and put people off – this can be a good thing?) if focusing on approach and used sparingly
Use your network to check whether people would be a good fit (avoid toxic people)
understand their journey, future (are they Experience Strategy, Interaction Design, User Research, or Information Architecture), personal situation (delicate area – some people contract to pay for a house or support new family but has uncertainty)
identify capability and growth areas – experience, aptitude, and aspiration (capability mapping can help with this)