One of the most important — and toughest — parts of being a manager is hiring.
Too many of us look for talent in the same old (wrong) places or follow the popular trend of thinking the “best hire” is the “best culture fit.” It’s time to update your tactics: Here’s what to stop doing and what to try instead.
- First, don’t just focus on your current needs. Plan ahead and consider whether the new hire has skills that align with your long-term strategy.
- Then, don’t just look at past performance. Consider the traits that will help the person be successful, for example, do they have the necessary soft skills.
- Also, don’t think about the candidate as an individual hire, think about the configuration of your team. Will people work together well? Are they likely to complement each other? Do their roles align with what the team needs?
- And don’t only search outside your company. Research shows that external hires take longer to adapt and have higher rates of voluntary and involuntary exits. On the other hand, internal hires tend to have higher success rates, not least because they are better able to understand the culture and navigate the politics of the organization. They are also more likely to be loyal and committed to the company, which is an important trait in all candidates.
Harvard Business Review
