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.
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