Hiring great talent isn’t just a skill; it’s a game. The good news? You don’t even need to be exceptional at it to win. In fact, if you can reach the level of sub-par in three key areas, you’ll already outperform most of your competitors.
Here’s why: while others are busy complaining about how “hiring is hard” and blindly following outdated norms, you’ll stand out by taking these simple steps.
1. Define the Results You’re Hiring For
Don’t hire for a job description; hire for results. What specific outcomes are you expecting from this role? Whether it’s increasing sales by 20%, improving customer satisfaction ratings, or launching a new product, clarity in expectations is non-negotiable. When you know exactly what success looks like, you’ll hire people who can deliver it.
2. Live and Breathe Your Core Values
Core values shouldn’t just hang on your office wall; they should guide every decision, including hiring. Are you hiring someone who embodies the principles that drive your business? If not, you risk adding someone who disrupts your culture rather than enhances it.
3. Measure Outcomes, Not Buzzwords
What will this person tangibly achieve in their role? Measurable outcomes give both you and your hire a clear target to aim for. Anything less than this clarity makes it easy to lose focus—and top talent won’t stick around for ambiguity.
Avoid the “Other Duties as Assigned” Trap
Adding “and other duties assigned by your supervisor” to a job description might seem harmless, but it signals laziness. If you can’t articulate what you need, why should the best candidates trust you to lead them?
The Real Advantage
Here’s the kicker: you don’t even need to execute these steps perfectly to gain an edge. Simply doing them—even sub-par—will set you apart, because most of your competitors aren’t even trying.
The hiring game isn’t won by following the crowd; it’s won by defining your rules, sticking to your standards, and refusing to settle.