Hiring the right person is a crucial decision that can significantly impact a team’s performance and a company’s culture. Making a smart hiring choice requires a strategic approach, considering not only the candidate’s qualifications but also their fit within the role and organization. Here are eight essential tips to help you hire the right person. These tips are inspired from Michael Girdley’s email newsletter.
1. Understand the Type of Thinker You Need
Different roles require different types of thinking and problem-solving approaches. Some positions thrive on creativity and innovation, while others demand precision and consistency. Identifying the cognitive and behavioral traits needed for the role is an essential first step.
Tools like Culture Index and Criteria Corp can help assess a candidate’s thinking style and cognitive skills. These assessments provide valuable insights into whether a candidate’s natural tendencies align with the role’s demands.
2. Apply the CWG Test
To evaluate a candidate’s overall fit, use the CWG framework:
- Can do the job: Does the candidate possess the necessary skills and capabilities?
- Want to do the job: Is the candidate motivated and genuinely interested in the role?
- Get it: Does the candidate understand the mission, culture, and expectations?
All three elements are essential. A candidate who lacks motivation or does not align with the company culture will struggle, regardless of their technical skills. Identifying candidates who meet all three criteria ensures a better long-term fit.
3. Be Wary of High-Charisma, Low-Output Candidates
Charisma in interviews can sometimes overshadow practical skills and consistent output. Some candidates are naturally good at presenting themselves but may lack the ability to deliver results once hired. To avoid this mismatch, it is essential to look beyond the interview performance.
Evaluate candidates based on proven achievements and seek references that confirm their previous performance. It is crucial to distinguish between interview presence and actual competency.
4. Hire for Complementary Skills
Building a successful team means hiring individuals who complement each other rather than duplicating the same strengths. Hiring people who think differently or approach problems from unique angles helps create a well-rounded team capable of tackling various challenges.
Rather than focusing solely on candidates who share similar traits with existing team members, prioritize individuals who fill gaps in skills or perspectives. This approach fosters a more dynamic and effective team environment.
5. Align Hiring with the Right Timing
Hiring too early or too late can lead to inefficiencies and resource strain. It is essential to wait for the right business conditions, such as customer demand or consistent revenue growth, before adding new team members. Premature hiring can result in unnecessary costs and employee disengagement if the role lacks clear direction.
Assess the current workload, team capacity, and strategic needs before initiating the hiring process. This ensures that new hires are brought in at the right moment, maximizing their impact.
6. Watch for Toxic Behavior
Toxic employees can harm team morale and disrupt productivity, even if they perform well individually. Toxicity does not always equate to incompetence; it often manifests as drama, gossip, or actions that undermine team cohesion.
To identify potentially toxic hires, pay attention to subtle red flags during the interview process, such as negative comments about past employers or difficulty discussing teamwork. A rigorous reference-check process can also help uncover patterns of problematic behavior.
7. Conduct Thorough Reference Checks
References are a valuable tool in verifying a candidate’s history and professional behavior. Clearly communicate to candidates that reference checks will be thorough and comprehensive. This transparency often deters candidates with problematic pasts from proceeding further in the hiring process.
For international candidates or those from different cultural backgrounds, use staffing agencies that specialize in global hires to bridge language and cultural gaps during reference verification.
8. Avoid Rushing the Hiring Process
Taking time to carefully evaluate candidates is essential, even when the need for additional help feels urgent. Rushing a hire often results in selecting someone who is not an optimal fit, leading to longer-term challenges.
Prioritize quality over speed by conducting multiple interview rounds, involving team members in the evaluation, and objectively assessing each candidate’s potential contributions. A deliberate and structured hiring process reduces the risk of turnover and performance issues.
The Power of Being Patient with Yourself(Opens in a new browser tab)
Conclusion
Hiring the right person is more than just filling a position. It involves thoughtful planning, careful assessment, and a clear understanding of both the role and the candidate’s potential. By focusing on the specific needs of the position, applying structured evaluation methods, and resisting the urge to rush, businesses can build strong, cohesive teams that drive success.
