This year, several of my clients have asked me to help them find great people to hire. Hiring the best is no small task; it’s one of the most important responsibilities any leader carries. Yet in the rush to fill a role, it’s all too easy to cut corners, skip steps, or assume that “good enough” will work out fine. But experience has taught me something essential: when it comes to hiring, there are no “do-overs,” only lessons learned and applied going forward.
After 40 years of working with organizations and leaders, I know firsthand how painful a hiring mistake can be. It’s not only painful for the company, but for the individual who may ultimately have to be let go. No leader wants to be in that position. That’s why getting it right on the front end is critical.
Why a Thorough Process Matters
Great hires aren’t the result of luck; they’re the result of a clear, disciplined, and methodical process. Over the years, I’ve refined an approach that helps ensure each candidate is evaluated fairly, consistently, and holistically. My process includes:
- Reference checks – Hearing from those who have worked with the candidate is invaluable. It reveals patterns of behavior, strengths, and areas for growth.
- Background checks – Ensuring integrity and trustworthiness is essential for any role.
- Credit reports – For positions involving financial responsibility, this is especially important.
- Personality assessments – These help determine whether someone’s natural strengths align with the demands of the job.
- One-on-one interviews – The heart of the process, where you can uncover motivation, curiosity, emotional intelligence, and cultural fit.
After all these steps, the team collaborates to evaluate the findings and selects the candidate best equipped to thrive. Hiring isn’t just about filling a position—it’s about setting someone up for success.
Leadership Starts With Who You Bring In
As a leader, few decisions you make will have more long-term impact than who you hire. The people you bring into your organization shape the culture, drive results, and influence the team’s trajectory.
Great leaders don’t rely solely on gut feelings. They have a clear, repeatable roadmap that consistently delivers strong hires.
Do you have such a plan in place? If not, it might be time to create one. And if you’re not sure where to start, reach out to me, I’d be glad to help you build a hiring process that brings the right people through the door and sets them (and you) up for long-term success.
