At NRG Circles we are purpose driven. Everything we do is focussed on getting closer to our purpose. Therefore it is needed to have people onboard who can help us move faster. To find these people we have a few principles we go by and which we have incorporated in a hiring process.
What steps to take for the practice
We don't check resumes: age/experience/education level is not of importance. We value the energy, leadership and skills someone brings in.
First we look for fit on purpose and values: if we don't allign on that level than neither of us is going to benefit;
The relationship with the potential partner is based on equallity: we both have a say in every step of the process to continue or to stop - without feeling we've wasted each other time. It is an exploration (see it as the dating phase) before making it official.
We use Spiral Dynamics to get a clear picture on the drivers of the potential partner, without judging it, but seeing how this can supplement the team.
Our salaries are transparent and it's based on what the new partner brings to the company (purpose contribution and skill set). Each parnter set their own salary based on our model, with some help from our internal advisor.
After one month after signing, we have an evaluation. If at this point the partner decides to leave, because somehow expectations are not met, we provide a leave package. Money should never be the driver to stay when it doesn't make you happy or fulfilled.
We are in the process to make our governance (glassfrog page) public and with that also our policies on the hiring process.
This process is evolving, the first new partner who went through this process was hired and after that we did some tweaks to improve. Two examples:
Set a maximum of people present at a talk, since it otherwise can be too overwhelming.
Making sure the potential partner knows the purpose of every talk, so they know it is not a 'normal' interview in which you have to (over)sell yourself.
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