1.06 – Hiring Superstar Talent (…& Leaving The Losers)
Selecting the right candidate is crucial to building a successful team. Once you’ve evaluated your candidates, it’s time to rank your top choices and proceed with job offers. Here’s how to make sure you hire the best talent while avoiding potential missteps.
Ranking Your Candidates
After reviewing your notes and categorizing candidates into winners, potential winners, and losers, rank the candidates in the winners and potential winners groups. Your top choice should be clear if you’ve thoroughly assessed their qualifications and fit for the role.
Making the Job Offer
Contact your first-choice candidate as soon as possible to make the job offer. Promptness is key because top candidates may have other offers. If your first choice declines or negotiations fail, move on to the next candidate on your list. Continue this process until you successfully hire someone from your pool of winners.
Being Objective
Personal biases can sometimes cloud judgment. It’s important to remain objective and focus on the skills and qualifications necessary for the job. Avoid being swayed by superficial traits like appearance or charisma. The goal is to find the best fit for the role based on their abilities and potential.
Trusting Your Gut
When faced with two equally qualified candidates or a candidate who shows potential despite some shortcomings, trust your instincts. If both candidates can do the job, consider any additional traits or experiences that might tip the scales in favor of one. Sometimes, the right choice isn’t purely objective, and your intuition can guide you to the best fit.
Additional Considerations
If you’re uncertain, consider the following options:
- Non-Paid Assignments: Give each candidate a short assignment to see how they perform.
- Paid Projects: Hire candidates for a specific project to evaluate their work firsthand.
Maintain communication with other top candidates for future opportunities or if your first choice doesn’t work out.
Revisiting the Candidate Pool
If none of your top candidates work out, take another look at your potential winners. Consider what additional training or experience might elevate them to the winner category. If a candidate only needs minor additional training, they might still be a viable option.
If you still can’t find the right candidate, it may be better to keep searching rather than settling for someone unsuitable. A poor hire can have long-lasting negative impacts on your team and organization.
Alternative Options
If your top candidates aren’t a fit, consider these alternatives:
- Redefine the Job: Adjust the job requirements and responsibilities to better match the available talent.
- Reevaluate Current Employees: Consider whether someone within your organization could fill the role.
- Temporary Hire: Bring in a temporary employee to fill the position while you continue the search for a permanent hire.
By carefully ranking and evaluating candidates, trusting your instincts, and considering alternative solutions, you can ensure that you hire the best talent for your team. This thoughtful approach helps build a strong, cohesive workforce that drives your business forward.
