Whether you’re a new hiring manager or a small business who is making your first hires, there’s a lot to learn about successfully finding the right people to join your team. We were lucky enough to chat with Laurence Wilhelmy, Manager of Talent Attraction, at SSENSE—a luxury apparel and accessories retailer. She shares the things she wished she’d known when she started out, mistakes made along the way, and her top tips for streamlining the hiring process and identifying the best candidates for your company. HR professionals and recruiters, these are insights not to miss!

Style Nine to Five: Hello! Thanks so much for talking with us! To get started, think back to the first time you were in charge of hiring someone—what would you do differently?

Laurence Wilhelmy: I’ve been recruiting for a long time, and it was for an entry-level position— likely a business analyst. With hindsight, I would keep in mind that there are lots of great professionals out there. While they may not all possess every technical skill you are looking for, if they have the right attitude and are top performers, they will ramp-up quickly.

SNTF: How have you streamlined your hiring process and approach over time?

LW: I have been lucky to start my career in Talent Attraction at McKinsey & Company where the interview process has been perfected over many years. Among many things, I have learned that rigour/discipline is the best way to streamline an interview process. Every time I kick off a new hiring process, I make sure that: 

• All my assessors are aligned on precisely what the hiring manager wants in this new hire including which trade-offs they are willing to make

• Each assessor knows exactly which competencies/technical skills they are assessing in the interview process and what are the performance expectations

• I gather thorough notes from each assessor for an efficient decision meeting 

• It avoids back and forth between assessors and hiring managers and delaying the decision to hire or not a candidate. 

SNTF: What do you think went wrong with your worst hiring experience?

LW: A decision was made not based on fact, but multiple other external factors (e.g. the school they attended, family connection to senior leaders of the business, etc.). 

As a junior recruiter, it is hard to handle a situation like this. You have to remember that your client is ultimately the company you work for and not the hiring manager. Sure, you want the hiring manager to be happy with their decision and satisfied with the entire process. However, you must speak up for your employer if you know objectively hiring that candidate could be a costly mistake. It’s your responsibility. 

SNTF: Thinking about your most successful hires—what common traits did they have?

LW: I’ve learned the hard way to always check candidates’ attitude.  My best hires joined the company with an open mindset, and were happy to learn the way things were done at their new job and to adapt. Adaptability and humility go a long way in the first months.  

SNTF: How do you feel about hiring based on cultural fit?

LW: It’s not a recruiter’s job to find you your next best buddy. An objective way to find the right cultural fit is to translate your company culture into clear competencies (e.g. collaboration, embracing diversity, adaptability). Anything else becomes a ‘cultural add’—what will this person bring to your team that’s currently lacking.   

SNTF: Times are changing! How have you seen your own experience with hiring evolving?

LW: It will sound minor, but I never texted my candidates until about a year ago. Now I can’t stop! You can an instant response and they feel much closer to you. It’s a game-changer! 

Did you know that Style Nine to Five offers a variety of Employer Services to help you make your own hiring process easy and pain-free. Style Nine to Five’s Founder, Christie Lohr, applies her expert knowledge to your business’s needs to help you find the best talent for your company.

By: Jeanine Gordon – Jeanine is a freelance writer and editor with a passion for creating stellar content for global brands and small businesses alike – specializing in fashion, beauty, and lifestyle.