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Custom Manufacturing Industry podcast is an entrepreneurship and motivational podcast on all platforms, hosted by Aaron Clippinger. Being CEO of multiple companies including the signage industry and the software industry, Aaron has over 20 years of consulting and business management. His software has grown internationally and with over a billion dollars annually going through the software. Using his Accounting degree, Aaron will be talking about his organizational ways to get things done. Hi ...
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Reference Checking and Personality Assessments with Investor Graham Duncan
Manage episode 377699273 series 1849529
Village Global에서 제공하는 콘텐츠입니다. 에피소드, 그래픽, 팟캐스트 설명을 포함한 모든 팟캐스트 콘텐츠는 Village Global 또는 해당 팟캐스트 플랫폼 파트너가 직접 업로드하고 제공합니다. 누군가가 귀하의 저작물을 귀하의 허가 없이 사용하고 있다고 생각되는 경우 여기에 설명된 절차를 따르십시오 https://ko.player.fm/legal.
Graham Duncan (@GrahamDuncanNYC) is a longtime investor and author of a legendary essay on reference checking: https://grahamduncan.blog/whats-going-on-here/ He was interviewed by Village Global co-founder and partner Ben Casnocha (@bencasnocha) during a special masterclass for Village Global founders and friends of the firm.
Takeaways:
- Be aware of how your own mindset and mood affects your analysis of a candidate as well as how it impacts how the candidate shows up in the interview. For example, you might be anxious and stressed yourself and that makes the candidate nervous — you may end up experiencing them as nervous, but in fact you are the one that has created that dynamic in the interview.
- Ask the candidate: “If you were hiring someone to fill this role, what criteria would you use?” When someone is particularly good, they are skilled at capturing the essence of what makes someone good at it. This also lets you see how they respond without initial priming and framing.
- The ideal reference check call should take longer than you might think (e.g. 45+ mins). You sometimes need to wear them down over a long period of time before they open up about their real concerns.
- If you aren’t aware of or can’t imagine the downside of working with this person, you haven’t done enough reference checking.
- Ask: “How strong is your endorsement of Jane on a scale of 1-10? (If they answer 7, say actually sorry 7s are not allowed, 6 or 8? If the answer is an 8, ‘What is in that two points?’)”
- When someone comes from a prestigious company, we often fail to control for the weight that the reputation of the company carries when we form our impression of them.
Thanks for listening — if you like what you hear, please review us on your favorite podcast platform.
Check us out on the web at www.villageglobal.vc or get in touch with us on Twitter @villageglobal.
Want to get updates from us? Subscribe to get a peek inside the Village. We’ll send you reading recommendations, exclusive event invites, and commentary on the latest happenings in Silicon Valley. www.villageglobal.vc/signup
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continue reading
Takeaways:
- Be aware of how your own mindset and mood affects your analysis of a candidate as well as how it impacts how the candidate shows up in the interview. For example, you might be anxious and stressed yourself and that makes the candidate nervous — you may end up experiencing them as nervous, but in fact you are the one that has created that dynamic in the interview.
- Ask the candidate: “If you were hiring someone to fill this role, what criteria would you use?” When someone is particularly good, they are skilled at capturing the essence of what makes someone good at it. This also lets you see how they respond without initial priming and framing.
- The ideal reference check call should take longer than you might think (e.g. 45+ mins). You sometimes need to wear them down over a long period of time before they open up about their real concerns.
- If you aren’t aware of or can’t imagine the downside of working with this person, you haven’t done enough reference checking.
- Ask: “How strong is your endorsement of Jane on a scale of 1-10? (If they answer 7, say actually sorry 7s are not allowed, 6 or 8? If the answer is an 8, ‘What is in that two points?’)”
- When someone comes from a prestigious company, we often fail to control for the weight that the reputation of the company carries when we form our impression of them.
Thanks for listening — if you like what you hear, please review us on your favorite podcast platform.
Check us out on the web at www.villageglobal.vc or get in touch with us on Twitter @villageglobal.
Want to get updates from us? Subscribe to get a peek inside the Village. We’ll send you reading recommendations, exclusive event invites, and commentary on the latest happenings in Silicon Valley. www.villageglobal.vc/signup
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