Bryson Malcolm

For me, a 5-year plan has always been more of a rough draft or loose structure to follow. Think of it more like a horizon line to aim for and accept that you may never get to that exact specific point you initially set for yourself and that’s ok! It’s more about the little steps along the way that get you closer to those big goals that anchor your plan. Those little steps are transferable skills and experiences. Sure you might initially focus on growing your network within your sector because you want to become a Partner at your firm, but that network could also end up making you a great General Counsel of a major corporation or a resourceful CEO of your own venture.

Keep track of what questions your potential candidates are asking during the lead-up to and after the interview. If the description isn't clear on key details, you can be sure your candidates will probe for more info when they're comfortable. Keep in mind getting honest feedback/ questions from candidates requires (in most cases) that they feel safe to ask and that they won't be negatively judged for not yet having the answers. Ask them directly if anything was unclear about the listing while coming from a place of genuine interest. Though you’re in a position of power as an employer, admitting you don’t have the perfect formula and showing you’re always looking to improve can be a win-win.

Having variation in offers isn't anything to be ashamed of, but employers should be clear and measured about why this offer is non-standard. If it's more competitive than normal, explain why! Communicate why you value this candidate more than all the rest. People appreciate competitive offers but they also appreciate being appreciated! Positive reinforcement of these desirable traits can be rare and having a confident employee who feels valued can ultimately lead to better work product. If it's less competitive, I'd explain why as well. Leaving less to the imagination is typically the way to go. Transparency is a great tool, even when working with a less than desirable situation.

Hot take, but a well-founded one: Diverse assessors are steeped in cognitive bias when it comes to grading! We were all raised within a systematically biased society. We all feel its effects. Including a diverse group of graders/decision-makers is an absolute must but anti-bias measures should be implemented as well. These can take many forms but one proven solution has been grading on a curve that accounts for differences in socioeconomic, racial, and cultural differences. You can also simply make sure all assessors are aware of the likely biases at play and understand they must challenge their initial grading impulses in most cases to account for these biases.

Consider the interview itself as a showcase for your effective remote working skills. A lot of interviews these days take place over video call. Investing the extra time and a little money in getting the right set up can go a long way. Grab a cheap ring light on Amazon, invest in a decent high res webcam, make sure you have a relatively clear background, and ensure you’re using a good quality microphone.

In my opinion, approaching “informational interviews” as the interviewer yourself is a great way to go. Your goal should be to learn and connect with the person you’re talking to. Ask thoughtful questions about their experiences, career choices, hurdles, and successes. Find out what motivates them to do what they do and see if you have any overlap. Overall, people like to feel that they are valued and interesting to others. Only use these strategies with people you are GENUINELY intrigued by. If all goes well, you can use what you learned about their journey to inform your own and odds are they’ll come away wanting to lend you a hand in the future. Wrap the conversation by asking for their advice on how to get to where they are.