Hiring Isn’t HR’s Job
It’s a Leadership Litmus Test
Let’s get one thing straight: hiring is not just an HR function. It is a leadership competency — one of the most important, in fact. You want to know how good a leader really is? Forget their PowerPoint decks, their polished LinkedIn thought leadership, and their overuse of the word synergy. Instead, watch how they hire.
The best leaders treat hiring as a core responsibility, not an administrative afterthought. They build teams that thrive, not just fill vacancies. The worst leaders? They outsource the blame to Talent Acquisition when things don’t pan out, shrugging and saying, “We just can’t find the right people.” No, you can, but you either don’t know how — or worse, you don’t care enough to try.
The Hiring Hall of Fame vs. the Excuse Factory
Look at the greats — Steve Jobs, Reed Hastings, Satya Nadella. They didn’t just lead companies; they curated teams. They understood that hiring wasn’t about plugging holes but about building moats — competitive advantages through human capital. They actively shaped their hiring philosophies, interviewed key talent, and made recruiting a fundamental part of their leadership DNA.
Then, there’s the Excuse Factory — the leaders who conveniently “don’t have time” to invest in hiring, yet have plenty of time for useless meetings, panel discussions, and LinkedIn posts about “the future of work.” They rely on HR to do all the heavy lifting and then get frustrated when the new hire isn’t a mind-reading, profit-generating unicorn on Day 1.
The Recruiting Mindset Shift: From Burden to Competitive Edge
When hiring managers treat recruiting like a strategic imperative instead of a chore, companies become talent magnets. And guess what? Talent follows talent. A-players don’t want to work for managers who see hiring as a necessary evil; they want to work for leaders who see it as an opportunity to build something great.
But to get there, we need a mindset shift:
- Stop Thinking of Hiring as HR’s Job
HR and Talent Acquisition are partners, not order-takers. The best hiring managers don’t just wait for a list of candidates; they actively scout talent, nurture relationships, and sell the opportunity. They’re involved from sourcing to close, treating every hire like a make-or-break decision. - Hire for Trajectory, Not Just Pedigree
The worst hiring mistakes happen when leaders optimize for résumés instead of potential. Too many leaders play it safe, hiring based on credentials rather than actual ability to execute. The best leaders look beyond the obvious and hire for trajectory — where someone is going, not just where they’ve been. - Treat Every Hire Like an Investment Portfolio
You wouldn’t build a financial portfolio by throwing money at random stocks. So why would you build a team that way? The best leaders think holistically about their teams — balancing skill sets, strengths, and perspectives to create a diversified, high-performing unit.
The Bottom Line: Hiring is How You Win
A leader who can’t hire well is like a coach who can’t draft talent. They might get lucky with a few good players, but they’ll never build a dynasty.
The harsh truth? Hiring isn’t an administrative function — it’s a competitive advantage. Treat it that way, and your company will thrive. Fail to, and you’ll spend your career blaming Talent Acquisition for your own hiring mistakes.
Great leaders own hiring. The rest just make excuses.
Hi, I’m Brian Fink, the author of Talk Tech To Me. If you like how I write, pick up your copy today!
