Hire Once, Hire Right: Building Effective Teams

Hiring is arguably the most powerful strategy a leader can use to drive business success. The right people around you make your job easier, elevate team performance, and make the journey more enjoyable. But getting it right takes thought, care, and a structured approach.

Even if you headhunt or source candidates directly, the process usually starts with a job advert. Done well, it can help attract the right talent. Done poorly, it repels them.

Let's jump through some ideas. Find more like this in my book Join Our Company.

Job Adverts

Most job ads are dull, generic, and unrealistic, asking for impossible levels of experience and lacking personality. Treat your job advert like an advertisement: if it’s boring, people will ignore it. Even those actively looking for work appreciate clarity and inspiration.

Start with the purpose of the role:

• Why does this job exist?
• What problem will this person solve?

If you struggle to answer these, the role may need more clarity before you hire. A clear purpose attracts the right candidates and prevents misaligned expectations. A job position should also solve a problem for your business – be clear in your own mind and translate this into a compelling advert.

Use simple, clear language:
Avoid jargon, buzzwords, or over-the-top titles like “Rock Star” or “Legend.” Most candidates want to know what they will actually do and how they can make an impact.

Keep it concise:
A job description of 250–750 words forces clarity. If you can’t explain the role in that space, it’s probably unclear even to you.

Optimise the candidate experience:
Ensure your website or application process is mobile-friendly. Reduce friction in submitting CVs, contacting you, or joining a talent network. Make it as easy as possible for candidates to connect.

Candidate Experience

The hiring process is two-way. Candidates are evaluating your company as much as you are evaluating them. First impressions matter, and every interaction communicates your company culture.

• Be prompt and respectful with communication.
• Make the application process smooth, clear, and engaging.
• Offer constructive feedback where possible, even for those not hired.

A positive candidate experience can turn unsuccessful applicants into advocates for your business; I talk about this a lot more in Join Our Company.

Training Hiring Managers

All managers involved in hiring need training:

• Legal compliance: Know which questions are inappropriate or illegal.
• Behavioural interviewing: Ask questions that reveal real skills, behaviours, and values.
• Values alignment: Hire people whose default behaviours and principles resonate with your company. Skills can be taught; values are harder to change.

Structured interviews reduce bias and ensure consistency. Use at least two interviewers per stage, ideally covering:

1. Management/Team Fit/Behavioural
2. Technical Competency/Domain Experience
3. Values/HR

Document all interviews: questions asked, discussions, and decisions. This protects both the candidate and the company and serves as a reference for future hires.

The Hiring Process

Measure the time from application to decision, and aim to improve it. Filters like phone interviews, small exercises, or challenges help differentiate those seeking a “job” from those seeking a career.

Single-day interviews are ideal to reduce candidate fatigue – and they don't have to take multiple days off. Involve your team to avoid bias, provide exposure to hiring, and give multiple perspectives — but train interviewers to maintain professionalism and legality.

Hiring the right person the first time saves far more time and cost than replacing the wrong hire later. A thoughtful, structured process raises the bar and improves candidate quality.

Sell the Company

Remember, top candidates have choices. Treat them well, showcase your company values, and make the process enjoyable. A great experience during hiring reflects positively on your business and sets the tone for a successful working relationship.

Iterate and Improve

There is no single “perfect” hiring process. Experiment, measure, and refine your approach. Focus on clarity, candidate experience, and alignment with your company culture. Over time, this will create a repeatable, high-quality process that attracts and retains the best talent.

For more detailed insights, strategies, and templates, check out my book Join Our Company.