The Golden Rule of hiring someone, according to Elon Musk

Self-made technological genius and multi-billionaire Elon Musk, of Tesla and PayPal startup notoriety, leans on certain hiring practices to have a successful well-oiled team behind his unique vision.

If you follow these rules in the hiring process and ask the right questions as a recruiter you’ll find less turnover within your current team and future employees will find themselves much happier in the right culture fit resulting in quality talent pools.

It’s important to ask the right questions, such as what employees do for fun, in order to figure out if they’re going to fit in at your company and lend themselves as an outstanding player on your team.

These are Elon Musk’s Golden Rules that everyone should follow, below.

Open communication between all departments regardless of hierarchy

“We are all in the same boat. Always view yourself as working for the good of the company and never your department.” – Elon Musk

This philosophy can also be applied to the hiring process. Let’s take a look at some ways you can offer open communication amongst all departments and employees regardless of their skill set to ensure the next hire will be the perfect fit for your start-up.

Bring in employees to interview prospective new hires

If you can’t do this in person (like most places with quarantine restrictions) create a Zoom meeting and invite your colleagues on the call.

This tactic is genius for several reasons. Who knows the best fit for your companies particular goals, team management styles, communication that bears results, and what kind of personalities mesh well to meet shared goals, dreams, and objectives? The answer is sitting right across from you at lunchtime. Bring in your employees to vet out potential candidates for culture fit.

Have everyone take notes and once the interviewee is finished and left the call have an open candid discussion with trusted teammates to discover if they see themselves collaborating well with this individual.

This saves time, unnecessary emails, and delayed or misunderstood information from being passed around multiple departments. Streamline communication for efficiency’s sake.

Bringing in employees on interviews with candidates makes your current team feel more valued

The importance of keeping your current employees happy is crucial. Bringing them into interviews for their take on whether this person would be a good fit makes them feel seen and that you cherish their opinion alongside what they value to ensure operations run as smoothly as possible.

A team member loves to be acknowledged for their acumen and foresight so this trick will not only help you hire the right person but your current team will be more willing to go the extra mile for you in the future. This trust-building exercise essentially leads to employees feeling more comfortable offering up referrals that only improve the “new talent pool.”

Josh Tolan, CEO of Spark Hire, a video interviewing platform with over 5,000 subscribers worldwide, breaks down this phenomenon succinctly in this recent briefing next.

“Inclusion and belonging aren’t important factors just for new hires and current employees anymore. Recruiters and HR pros are now making them a top focus in their hiring strategies.

Over half of companies in LinkedIn’s Global Recruiting Trends 2018 say they’re “very” or “extremely” focused on both.

Tight-knit communications with all of your employees will shine through in every part of the hiring process. The more candidates see and interact with your current employees, the more they’ll feel welcomed early on in the process.”

As I mentioned earlier this will lead to higher retention rates and employee satisfaction rates in the company overall.

Furthermore, according to 2018 Growth Hiring Trends and research in the US over 67% of the fastest-growing companies listed discovering and curating new talent pools by enlisting the help and opinions of current employees were considered to be their highest priority. Not much has changed according to Elon Musk who adds, “Anyone at Tesla can, and should, email/talk to anyone else according to what they think is the fastest way to solve a problem for the benefit of the whole company.”