April 2025
Everyone talks about finding the “a” player, the impact hire, or a top performer, but if you want to consistently make quality hires, focus here:
- Align Expectations.
Make sure you fully understand what the candidate expects from the company — and more importantly, make absolutely clear what you expect from them.
Bad hires happen when either side walks in with assumptions. Don’t leave it to chance. Create an alignment document for every role, from entry-level to leadership. Get everything on the table early. - Challenge Their Desire.
Why is it risky to hire someone who’s unemployed? Because it’s hard to tell if they want your position — or just a paycheck.
For any level you hire, ask them why this role, this company, and this timing are right for them — both short-term and long-term, in a final interview.
If you’re not sold on their answer, don’t hire them.
Desire you have to feel. If you’re guessing, it won’t last. - Confirm Competence.
Yes, skill matters — but only after the first two boxes are checked.
And honestly, competence is the easiest part to assess.
Can they do the job? If not, and you miss it — that’s on you.