What to Look for When Hiring Someone

Hiring the right person can make or break a company. Imagine this: you've spent countless hours and resources building your business from the ground up. You've nurtured your vision, fought off countless challenges, and now you're at the stage where you need to bring someone on board. But hiring isn't just about filling a position; it's about choosing a person who will help elevate your company, align with your values, and contribute to your long-term success. This is where things get tricky.

Many companies make the mistake of hiring based on gut feeling or surface-level qualifications. They focus on the resume, the charm in the interview, and the immediate need to fill a role. But this approach often leads to costly mistakes, high turnover rates, and, ultimately, a waste of resources. So, how do you avoid these pitfalls? Let's break it down.

1. Cultural Fit Over Skillset

It's tempting to hire someone who checks all the boxes on a technical level. However, if they don't fit into your company culture, the partnership is likely doomed from the start. Cultural fit refers to how well a candidate's values, beliefs, and behaviors align with your company's core values and the behavior of the existing team. This alignment leads to higher job satisfaction, better performance, and longer tenure.

Imagine you're hiring for a fast-paced, innovation-driven startup. If the candidate values stability and predictability, they may struggle in your environment, regardless of their technical skills. To assess cultural fit, go beyond the interview—use personality assessments, consider team introductions, and observe how the candidate interacts in less formal settings.

2. Emotional Intelligence

Beyond technical skills, emotional intelligence (EI) is increasingly recognized as a critical factor in job performance. Emotional intelligence involves the ability to recognize, understand, and manage one's emotions, as well as the emotions of others. High EI can lead to better teamwork, conflict resolution, and overall workplace harmony.

Ask candidates about how they've handled stressful situations in the past or how they manage disagreements at work. Their responses can provide insights into their EI and how they might handle challenges in your organization.

3. Growth Mindset

A growth mindset is the belief that abilities and intelligence can be developed through hard work, learning, and persistence. In contrast, a fixed mindset is the belief that these traits are innate and unchangeable. Hiring candidates with a growth mindset is crucial, especially in industries that evolve rapidly. These individuals are more likely to embrace challenges, persist through obstacles, and continue to develop their skills over time.

To identify a growth mindset, ask candidates about their learning experiences, how they handle failure, and their approach to acquiring new skills. Look for those who are proactive about their development and view challenges as opportunities.

4. Problem-Solving Abilities

In any role, the ability to solve problems is key. But more than just having the ability, it's important to find candidates who approach problem-solving creatively and proactively. Look for individuals who demonstrate critical thinking and can articulate how they’ve solved problems in previous roles.

During the interview process, present candidates with hypothetical scenarios relevant to the role and ask them to walk you through their problem-solving process. Their approach will reveal not just their technical capabilities but also their creativity, resourcefulness, and decision-making skills.

5. Team Collaboration

Even if the role is largely independent, no one works in complete isolation. Team collaboration is essential for any position because even the most skilled individual will struggle if they cannot effectively work with others. During the hiring process, gauge how candidates have worked in teams before, how they handle conflict, and their ability to both lead and follow when necessary.

Ask behavioral questions about past teamwork experiences. For example, inquire about a time they had to work with someone who had a different work style or a time they had to mediate a team disagreement. Their answers will provide insight into how well they can collaborate with your existing team.

6. Adaptability

The business world is unpredictable, and change is the only constant. Adaptability is a crucial trait for any employee, especially in industries that are rapidly changing or companies that are growing quickly. Employees who are adaptable can quickly shift gears, take on new challenges, and thrive in uncertain environments.

To assess adaptability, ask candidates about a time they had to pivot in their career or a significant change they had to navigate at work. Look for signs that they not only handled the change but also thrived because of it.

7. Long-Term Potential

While it’s important to fill immediate needs, it’s equally important to consider the long-term potential of a candidate. Will this person be able to grow with your company? Are they likely to stay long enough to make a significant impact? During interviews, discuss the candidate’s career goals and aspirations. Look for alignment between their goals and the opportunities your company can provide.

It’s also helpful to evaluate whether the candidate has shown a history of long-term commitments in previous roles. While job hopping isn’t always a red flag, a pattern of short-term stays could indicate a lack of long-term focus.

8. Passion and Drive

Finally, never underestimate the power of passion and drive. A candidate who is passionate about the role and the company’s mission is likely to be more motivated, engaged, and productive. Passion fuels perseverance, which is crucial when the going gets tough.

Ask candidates what excites them about the role or the industry. Their enthusiasm—or lack thereof—will speak volumes. Passionate candidates often bring an energy and dedication that can elevate the entire team.

Putting It All Together

Hiring the right person is about more than just filling a role; it's about finding someone who will enhance your team, contribute to your company culture, and grow with your business. By focusing on cultural fit, emotional intelligence, growth mindset, problem-solving abilities, team collaboration, adaptability, long-term potential, and passion, you increase your chances of making a hire that will benefit your company for years to come.

Remember, the best hires aren’t just employees—they’re partners in your company’s journey.