Help them achieve their own personal dreams.
This applies even if they mightnot be the primary focus of the company. For example: want to learn to kitesurf? Awesome, that might not be the focus of Happy Music but we’d love to help an employeeachieve that goal in their free time if it’s going to make them happier.2.
Ask them which of our company dreams they can help us achieve.
Our hope isthat all our employees want to help us in our mission to make people happier. We have aresponsibility to help them do that.
How will it affect our applicants and impact on them once they’re with us?
The strategy must be implemented in the hiring and monitoring processes. When we hiresomeone we need to fully understand what their personal goals are and when they want toachieve those by. Similarly, we want to make sure our employees understand the specific goalsof the company and when we want these to be achieved by. The monitoring side is dealt with inmore detail in section 3, which focuses on projects and
. Therefore here I willfocus on the hiring process:
No more CVs, Resumes or Cover Letters
– Everyone hates writing them. Everyonehates reading them. We don’t want these to be part of our hiring process.
Small set of personal questions aimed to elicit unique responses
– Eachapplicant will be asked the following:
Outside of your “work”, what else are you passionate about?
What do you dream about achieving some day? (Not work-related)
What date would you like to achieve that dream by?
How can Happy help you do that?
When have you been happiest?
Small set of company-related questions aimed at eliciting unique responses
– The questions will be relevant to the department. Each question also aims to get themto think carefully about whether their education or life-experience can help them in their job. We’re more interested in people’s problem-solving skills than the letters after theirname. For example:
At the moment it takes an average attendee to Happy Fest 35 minutes to get fromtheir car to their camping spot. How can we reduce this to 15 minutes for Happy Fest 2012?
We’re hoping to have all our invoice checking and supplier-payments happen90% faster than it currently does by June 20
2012; can you help us achieve thisgoal
We’re trying to get 5 of our artists on the top 5 Japanese radio-stations by May 5
2015; what would you do to try and make this happen?
As you can each dream can be measured and has a deadline. This ensures there’s no vagueness about what needs solving on when we think it’s possible to do that by.
Quick video about themselves
– Applicants will be asked to upload a short, 5-minute clip about themselves. We’re interested in where they’re from, what they like toget up to, the people they care most about and their vision for their future.
No interviews -
Thirty-minute slots put both the interviewee and interviewer into anabnormal environment unlike anything in the real world. We don’t think it’s fair on usand we certainly don’t think it’s fair on the applicant.
Paid training month –
We will carefully sift through the applicants’ responses to thequestions and the videos they submit to find the best batch of people we can. We willthen invite them to come and join us for a month so we can be certain that they’re goingto fit in with the culture and the team. We feel that it’s easy for people to put on a frontfor 30 minutes but much harder to do so over 30 days.