Hiring the right candidate is super important, whether for the team with the role is at a junior level and for the company (especially at the senior level, though even junior hires are also important for the future of the company).
And beyond being costly, it is also defining. When a hire at any level goes wrong, the impact is far deeper from the perspective of team and company. It takes toll on team’s morale and approach to work.
On trust, momentum of progress, growth, and the team and thus the organisation’s future.
Hiring mistakes are very expensive often in ways one cannot imagine, and often, the damage is irreversible.
3 questions to keep in mind whilst hiring.
- Where does this candidate augment the team, the organisation and the business?
- Hiring managers/executives often default to notions of “fit” or past track records.
- Are we hiring for the future? The question should be: “Where are we placing our bets?”.
- Can the team lead/manager/executive leadership and this candidate disagree productively?
- Objectively assessing the situation
- Cultural alignment extends beyond shared values – it is conflict style.
- Build today for the future. Are we hiring for the organization/business we are building – or the one we were?
- New employees, managers, executives must be equipped and prepared to drive into the next chapter of the growth of the organization
- Team management and leadership needs to evolve, and the search must be rooted in trajectory going forward, not the past or nostalgia.
Is the hiring reactive or proactive looking at the future?
How are you ensuring your next hire is propelling momentum and not just maintaining status-quo?
Pls comment “interested” in comments below and email us at info@leaped.io.