I had the pleasure of speaking with Kia Mir Sanaei, Senior Director at Tandem Diabetes, recently on ATR International’s Parent. Boss. Leader. podcast. Kia’s career journey has been varied, but currently, he focuses on building agile teams centered on product innovation. I asked Kia for his advice on hiring, and he shared some great insights. I’ve summarized Kia’s advice, which I think is useful for both hiring managers and job seekers.
Write a responsive job description.
Kia explained, “Too often, when a team member leaves or it’s clear you need to add a person, you just dust off the job description you used last time and post it. Please don’t!” He stressed, “Make sure you think about what the team needs to accomplish TODAY, not 2 years ago.” Your job description needs to accurately reflect the real skills and experience you need now. “Tailor the job description to truly talk to your potential applicants.”
Kia said that the wrong job description attracts the wrong candidates, and it’s hard to recover from this. The team and hiring managers are busy people, and that makes it too easy to “maybe give in and just settle for the best of those who applied,” even though none are really the right fit. We’ve long advised our clients to recognize the job description’s importance for several good reasons, including Kia’s points. It is the first opportunity to make a good impression and to demonstrate your company’s values and culture.
It’s not an interview; it’s a conversation.
Kia thinks the interview is a chance for both people to get to know each other better and decide if they want to move forward, almost like a date. He tries to make it as conversational as possible. I think this is a great distinction. Hiring is no longer a one-sided transaction, if it ever really was. Companies may have assumed that if someone applied, they wanted to work there, and so the interview was all about the company learning about the applicant.
That model has changed. Today’s job seekers need to be sold on your company as much as they need to show why they should be hired.
I see this firsthand every day. We recruit for prestigious, well-known global corporations offering interesting positions and good compensation, but much more often than in the past, offers are not accepted. Candidates, especially younger members of the workforce, are looking for a connection and a relationship with their employer. I loved that Kia appreciates this and tailors his interviews to meet the need. Companies that recognize this and adapt more relationship-like behaviors as part of their hiring process can be more successful at hiring the right people.
You will never find the perfect candidate.
Kia made this point strongly and laughed when I told him about the recruiting term “purple squirrel,” which also captures this idea. He stressed that while you won’t find “perfect,” you can definitely find what you really need. You just have to first figure out what that is. Kia explained, “Having skills is good, but what about experience? Sometimes you need a lot of experience; sometimes you can go with someone just starting out.”
A recent graduate who knows the latest software can be the “perfect” fit sometimes, while a more experienced professional who needs training on a new technology is “perfect” for another role.
Kia uses a couple of super cool graphics to help understand the dynamics of each position, which then helps tailor the job description and influence the interview. He says it’s a balance of technical job skills, real-life experience, and the all-important soft skills—a three-dimensional way of thinking about each role. The gist is a sliding scale of what matters most for each role that determines what you are looking for and who will be the right person for it. The graphics are truly useful. 10 out of 10!!
Does it matter how you dress?
Kia weighed in on the burning question of dressing for an interview, particularly when they are remote. Full suit and tie? Pajamas or T-shirts, okay? Express your personality? Kia laughed but was adamant that what impresses him is preparation, not appearance. “I prefer that someone researches your product, your company, and asks good questions. When they say, ‘I looked at your product and I have some questions,’ then I know they really took this interview seriously. That level of preparation is impressive, whatever they are wearing. Don’t fake it from the beginning and not be yourself, but be prepared.”
Kia also said he is impressed when someone articulates what they want from the job. “What career path do you want to have? What do you want to accomplish? I really respect a candidate that has thought about it and can answer that question.”
We did agree that candidates should think about how they want to present themselves and be aware that not everyone will share his approach. I certainly work with hiring managers for whom business attire is the only choice. What’s important is to read the room correctly. Being aware and making a conscious decision is the best goal. It’s an individual choice, and there is no one right answer—just make a smart, thoughtful one and keep in mind that there are other important ways to distinguish yourself!