DREAM’s Post

We are not hiring! 🔃 When we re-engineered Bytsolv, and started hiring, our priority was to hire people with 1. Good at engineering 2. Mature decisions 3. Respecting the leadership and team-play 4. Affordable for us 5. Sense of responsibility 6. Attention to detail 7. Ethical integrity 8. Adaptability Mostly, if the first 4 is really good, the rest 4 can follow very quickly. These are exactly the same reason why we haven't hired any recent graduates these days. It's hard to find (at-least for me) someone who has at least the first 3 who just came out of college. A person who have worked on his side-projects, communicated with real customers, engaged in team engineering whilst at college, these are crackable. I think I am lost in a place where people talk about work place, balance, mental health, toxic culture (which is definitely necessary 💯) but not about ✅ work ethic, ✅ responsibility, ✅ adaptability and ✅ respect. Is it only me trying to figure out this? Anyone wanna vent with me? 😅

Try if relevant

Do you prioritize long-term potential when hiring? The right candidate grows with the company. They are committed and contribute to long-term success. Hiring someone who’s eager to develop and advance with the company creates a stronger, more cohesive team.

Over the past few months, our organization has opened several roles, and the hiring process has been an insightful journey. While technical skills are important, what we value most is attitude, alignment with our core values, and the ability to connect with the communities we serve. A key requirement for our program roles is proficiency in the local language, not English. We recognise that language can be a barrier during interviews, so we ensure candidates are interviewed by a local language speaker if needed. We want candidates to feel comfortable expressing themselves. Recently, some candidates shared feedback that they felt their English proficiency might have impacted their selection. While this is not a criterion in our process, we appreciate their honesty and want to take this opportunity to clarify our approach. We are committed to transparency and fairness, investing time in helping candidates prepare, addressing their doubts, and setting clear expectations To clarify again: - We do NOT assess candidates based on English-speaking skills. - We DO assess candidates based on their ability to speak the local language, their readiness for the role, and their alignment with our organisational values. My humble request to aspiring candidates: - Please take time to prepare for the interview—read the job description carefully and understand the role's requirements. - Remember, we are rooting for you to succeed, but the final selection is always based on role-fit, not language fluency. We believe in creating opportunities and supporting growth, but we also need candidates to meet us halfway with preparation and clarity. Let’s work together to create impactful teams that drive change. #iaminvolved

End-of-Year Hiring: Don’t Hit the Brakes! 🚦 The holiday season can be a game-changer for hiring. Here’s why you should keep pushing: 1️⃣ Top talent doesn’t pause. Great candidates apply now to beat the January rush. Don’t miss out while others wait. 2️⃣ Stay ahead of the competition. While others slow down, you’ll have a head start with top candidates ready to go in the new year. 3️⃣ Prevent team burnout. Filling roles now shows your team relief is on the way, avoiding frustration and burnout from covering vacancies too long. Close the year strong! 📆

What no longer matters when hiring: - Fancy job titles - Where they live - Gaps in their resume - Prestigious references - If they “network” in person - A degree in a “relevant” field What actually matters: - If they learn quickly and adapt - How they approach tough problems - If they’re proactive or wait for direction - How much they care about your mission - What motivates them to do their best work - Whether they’re kind and respectful to everyone Stop chasing the “perfect resume.” Start hiring the people who will make a strong impact in your team. What do you really value in new hires?

The mystical gut feeling in hiring is an invaluable asset.

Looking to hire soon? Or curious just how profitable (or not profitable) your team is? We're going to be opening a handful of Hiring Audits for business owners over the next few weeks. These are not free, but are less than a new iPhone and will save you from making very costly hiring decisions :) If you're interested, comment "Audit" and I'll message you with the details.

Repeat after me. Hiring someone is an emotional decision. Hiring someone is an emotional decision. Hiring someone is an emotional decision. Hiring someone is an emotional decision. Hiring someone is an emotional decision. Hiring someone is an emotional decision. Most candidates are trying to prove logically why they are a good fit for the role. They are trying to check all the boxes. Yet they fail to demonstrate why they are an awesome candidate in general. Someone that the hiring manager should WANT to work with. Someone that is just awesome, a high achiever. Someone that has a personality. Someone who they will be proud to hire and bring on the team. Don't just try to check the box. Stand out, don't just fit in.

Top 5 Fears Of Hiring (Debunked) Struggling to hire? Never hired before? This post is dedicated to you P.S. I am on a mission to make entrepreneurship simpler for millions 🔥🔥