Stop looking for reasons not to make a hire.
Overly narrow job descriptions and overly choosy managers are killing companies. It might be the economy that makes managers so risk-averse. Such aversion often clouds business thinking. Their companies are hurting while they hesitate to hire good people. Their current employees are being overworked and morale is suffering while they find reasons not to make a hire.
What is it going to cost the company to leave this position un-filled and the job un-done for several more months?
What is it going to cost when one (or all three) of those “fit and qualified” candidates join the company’s competition — and work against this employer?
Hiring someone who actually hits on every bullet point in a job description is rare indeed. And what if you wait months and actually DO find that person? Just because someone did amazingly well at a previous role doesn’t, unfortunately, ensure they’ll do the same with you...
- Holding out could impact you in numerous ways. You’ll never be satisfied with candidates until you find that star and they could cost you a lot, both in salary, and, if you are wrong, in undoing the mess they leave behind.
- Instead, look for people who will add real value, supported by data driven hiring practices and tools.
- Unless an amazing candidate lands in your inbox, and they are suitable following pre-screening, due diligence and an interview, then look for the best fit from the candidates in front of you.
- Avoid analysis paralysis. Slow to hire and you lose.
Being stuck on the bullet points and you spend months with an open job. If the person has a proven track record, you like their energy and personality but they lack a license, so what? Allow them to get the license. Otherwise you could go months with an open position, when in reality the person could have gotten their license and have become a productive part of your team while you are still waiting.
Sticking to the fundamentals of hiring the right way, finding the right candidates, not hunting for a unicorn, is much more likely to lead to a successful fit, plus gets your positions filled quicker so you stop hurting your business.