Stop Hiring the Best Applicant. Start Hiring the Right Person
Business Resources One
When you’re filling a role in your company, you want to make a great hire—someone who brings value, fits in culturally, and sticks around long enough to make a real impact. But here’s the trap that many businesses fall into: They hire the best applicant who applied, not the right person for the role. At first glance, that may seem like the same thing. But in reality, it’s a distinction that can mean the difference between building a high-performing team and dealing with constant turnover, poor fit, and wasted time.
In this episode, we’re going to break down: The difference between the best applicant and the right person; Why starting with an Ideal Candidate Profile is crucial; How recruiting passive candidates puts you in control; And how to stop settling for “good enough” hires.
Takeaways:
- Hiring the best applicant is not the same as hiring the right person.
- An ideal candidate profile is essential for effective hiring.
- Passive candidates often represent the best talent available.
- Proactive recruiting allows you to control the hiring process.
- Settling for good enough hires can lead to costly mistakes.
- Defining success before starting the hiring process is crucial.
- Engaging passive candidates early can build valuable relationships.
- Rushed hiring often results in regret and poor fit.
- Hiring should be intentional, not based on luck.
- Building a strong team requires a strategic approach to recruitment.
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