Earlier, while working as an individual contributor, you helped product leaders to interview and it was largely a goodwill gesture from your side. (A notable exception is when your manager has added “number of interviews taken” in your goal sheet 🙂).
Now you are the hiring manager and your involvement needs to be way higher.
Here are the important reasons why you should consider hiring as your most important task and spend considerable time and effort into it rather than expecting the Talent Acquisition team to do all the magic –
- Hiring is one of the highest leverage activities of your role and the more time you put into this activity, the higher value you create for yourself and the company
Imagine you filled a role within 2 months instead of 3 months that you were expecting it to be filled. This one-month saving is a big productivity gain not only for your team but also for teams that are dependent on the product organization.
This results in a faster time to market your products and reduced overhead for you and/or someone who is playing the interim role.
- Your success in the leadership role largely depends on the quality of the hires. So it deserves all the attention and urgency.
- It is quite common for Founders and CXOs to spend more than 50% of their time in hiring during the initial and growth phases of the company. The importance thus cannot be emphasized more.
Effective Product leaders review hiring progress as the first thing to do in the morning so that it gets the well-deserved attention from the rest of the team.
What other mindset shift (related to hiring) is required for someone to succeed? Please mention them in the comment box.
