I f*cked up because I placed a horrible talent...

Don't repeat my mistake

Author

Calvin Manik
August 07, 2024

Summary

Hi, I’m Calvin from FullFind. In today’s newsletter, we’re going to be discussing:

  1. My experience placing a bad talent and how I fixed it

  2. Independent contractor agreement that you can use to sign talents

  3. Useful links to watch!

Actionable Tip of the Day

If you want to start working with overseas talent, always have a contract in place. Even if it’s just a one-off project.

You may argue, ‘well I won’t sue them anyways, they’re on the other side of the world.’

True. But, a contract puts a ‘fear-factor’ effect on your talent. If you hire from the right places, this will be enough to stop the talent from f*cking you over.

Copy this, and adjust the scope of work based on what you need.

Deep Dive

I once placed a horrendous talent to my client's team. He was skillful, but he replied late, didn't communicate, and kept missing deadlines.

It messed up my clients' operations and led them to churn.

I'm not perfect, but I did learn from this experience.

I realized that I was too heavy on the talent's skills when I was sourcing him. I only took a hard look at his portfolio and skill test, but didn't really pay attention to his soft skills.

That's the mistake I don't want you to repeat.

From that experience, I now have an added layer for filtering candidates. I do this before handing candidates over to clients.

Besides skill tests, I have them do other tests to measure their soft skills.

Here are a few I test for, that you can too:

Big 5 (OCEAN): The big 5 personality test follows the Five-Factor Model, an empirical-based theory in psychology that evaluates five overarching dimensions of personality: openness, conscientiousness, extroversion, agreeableness, and emotional stability.

DISC: The DISC test is based on the model developed by psychologist William Marston for behavioral assessment. It classifies how we express emotions into the four behavior types of DISC: dominance (D), influence (I), steadiness (S), and conscientiousness (C).

Problem Solving: the Problem Solving test evaluates candidates' ability to define problems and analyze data and textual information to make correct decisions. The test helps me identify candidates who use analytical skills to evaluate and respond to complex situations.

Communication: The Communication test evaluates candidates' skills in communicating clearly and effectively using professional etiquette. The test assesses candidates in both written and verbal communication, as well as non-verbal cues and active listening.

Time Management: The Time Management test evaluates candidates’ ability to manage their time in a professional environment. Through typical workplace scenarios, this test assesses how well candidates can prioritize, execute, cooperate, and reflect on tasks and projects.

Critical Thinking: The Critical Thinking screening test evaluates candidates’ skills in critical thinking through inductive and deductive reasoning. This pre-employment skills test helps me identify candidates who can evaluate information and make sound decisions.

Attention-to-Detail: The Attention to Detail (Textual) test evaluates candidates’ attention to textual detail while processing information. This test helps me identify candidates who can thoroughly and carefully handle intricate processes.

You can test these soft skills by finding tests online.

You can also have ChatGPT write them up for you based on the explanation I've provided above.

You can also use testing software like TestGorilla.

Whatever way you do it, you have to test for soft skills.

What's the use of a super skilled talent, if they can't be a great member of your team?

How I Can Help You

If you’re hiring and you don’t want to go through the hassle of testing these soft skills, then read on…

With FullFind, you will get FREE Custom work (on top of the soft skill tests) from 5-20 qualified candidates before you even interview them.

Better yet, we will interview them first on your behalf.

We’ll tell you their strengths and weaknesses and give you recommendations on which one would be the best for your company.

Start hiring for marketing roles now (for only $100). Click on the link below:

Talk soon,

Calvin