Hiring is hard.
Especially if you’re not one of the tech giants or a hot shit startup. But you can still hire and assemble a great team.
Previously we learned that hiring is not dating and that you’re looking for sprouts and warriors.
The secret is in strategic elimination rather than trying to assess perceived perfection. Shif your approach to eliminating those that will capsize the boat.
Often, we’re too engrossed in finding ‘the best’, overlooking problematic traits that lurk beneath the surface. It’s like inverse anchor bias. The critical focus? Personality. Misjudge this, and you’re headed for an iceberg.
Consider arrogance versus confidence. You’re craving the confident, and you’re hoping to spot the arrogant. Arrogance dismisses critique and steamrolls colleagues, while a confident one invites feedback, respects peers, and fuels team synergy. You need to eliminate the blustery hype machines.
Consider introversion versus milk toast. A great team member doesn’t need to be the life of the party or talk all that much. But she certainly needs to speak her mind and argue her convictions. The team needs constructive dissension and creative tension. You need to eliminate those who won’t ever speak up.
Tune your hiring process to find the right personalities.
