Bonus Episode - TZL - ElevateAEC

Brian Sielaff: Justin. Cool. Justin Smith: I'm coming. Yes. Sorry, you're hiding behind the podium here. Brian Sielaff: Yeah. Really appreciate the focus on initiatives and imperatives but as you talk about bringing or the key nature, having people lead these efforts, maybe touch on recruiting new people. How do you discover that they're aligned with who you are as an organization before? Before it's too late for their on board. Tierra Marcus: I will hire every day for work ethic and attitude over technical talent. I believe that you can teach people the best practices and foundations of how to lead a project and how to execute that work. But you can't teach somebody how to have a proper conversation with a client or bedside manner. Right. Like those things are a lot harder to coach. I shouldn't say you can't Dave, in any. Aaron Lauinger: I'm doing that right now. Tierra Marcus: Anything, it, it makes a difference. So if you get the right foundations and the people that you're hiring, I think that you can coach them on a lot of the small stuff. But who they are as a person, their values, you can't really change. Right. So if you find somebody who has great work ethic and has a great value set that aligns with your culture and what you're trying to accomplish, I think that takes you 90% of the way there. Brian Sielaff: Greed. Aaron Lauinger: I mean she said it. Great. The only thing I could offer, you know, if you're, you know, each of your hiring practices. We're hiring this person because they have client X, Y and Z and we'll get that now. It's probably not going to last too long. It's probably not a good idea. But if you in your process are upfront and transparent about what, whether it's your mission, your vision, your purpose, your values, or your brand. Can you define your brand? Do you have an employee value proposition? Brian Sielaff: Right. Aaron Lauinger: All of these things are an upfront process that informs that candidate of who you are. And oftentimes you absolutely have those who are just coming to apply and you go through the interview process. But I see a lot of firms, too, who are just focused on a very specific attribute or quality that an individual m. Maybe it's a niche capability, maybe it's a client, maybe whatever that is. Having a pretty consistent practice and grounding yourself and what's important to your business is going to ensure that you're making the right hires in the long run.

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