Hiring Defines Your Future
Let’s face it: hiring is often treated like an afterthought, a chore to check off the list. But here’s the reality — your hiring decisions define your organization’s future. Talent is the ultimate competitive advantage, and if you’re not raising the bar in how you hire, you’re actively lowering the ceiling on what your company can achieve.
The truth is, most hiring processes are broken. They’re rushed, reactive, and often driven by desperation. And that approach comes at a high cost. Every mediocre hire does more damage than you think. They don’t just underperform; they drag down team morale, lower productivity, and create more problems than they solve. Even worse, they drive away your top performers — because high performers don’t tolerate mediocrity for long.
The Problem Isn’t Talent, It’s Strategy
We hear it all the time: “There’s a talent shortage,” or, “Nobody wants to work anymore.” Wrong. There’s plenty of talent out there, but most companies lack the strategy to attract and retain it.
The issue starts with job descriptions. Companies post impossible wish lists, searching for unicorns who can somehow meet every single requirement. When the perfect candidate doesn’t show up, they panic and hire the next best option — usually someone who checks a few boxes but lacks the potential or drive to excel.
Another problem is speed. Companies are obsessed with hiring fast, which often leads to poor decisions. Rushing the process increases the chances of making the wrong hire, and the cost of a bad hire is exponentially higher than taking the time to get it right.
How to Raise the Bar
If you want to elevate your organization, start by elevating your hiring process. Here’s how:
- Define Excellence Clearly
Before you post a job, define what success in the role looks like. What outcomes are you expecting? How does the role align with your broader goals? Ambiguity leads to ambiguous hires. - Focus on Potential
Stop searching for candidates who check every box and start looking for those who show potential. Skills can be taught, but traits like resilience, curiosity, and adaptability are harder to develop. - Slow Down
Good hiring takes time. Invest in thoughtful interviews, thorough assessments, and meaningful conversations. A well-vetted hire pays dividends far beyond the immediate need to fill a vacancy. - Prioritize Cultural Add
Don’t just hire people who “fit in.” Seek candidates who challenge your thinking and bring new perspectives. Diversity in thought and experience drives innovation and better decision-making.
The Payoff
When you raise the bar in hiring, you create a culture of excellence. High performers attract other high performers, setting a new standard for what’s possible. They don’t just meet expectations — they exceed them, and they inspire others to do the same.
The stakes couldn’t be higher. Mediocre hires drag you down; great ones propel you forward. So, stop settling. Invest the time, effort, and resources to hire right.
Your hires define your legacy — make it one worth remembering.
Is this thing on? Oh, hi, there, I’m Brian, and in addition to this Medium post, I wrote The Main Thing is The Main Thing. Pick it up today!
