To Get the Best, Avoid Hiring by Instinct

It is only natural, when you hire, to give preference to candidates who mirror your personality, interests, and style. But this can be a big mistake for the long-term health of your organization.

Too many clones in one company stamp out the value of diversity—the ability to solve problems and innovate—that thrives on a variety of approaches and skill sets. Interviewers need to base their hiring decisions on a job profile that clearly states the ideal technical and behavioral qualifications for the position. A multi-faceted team is far more productive than a team of mirror images.

By the same token, a job seeker should not accept a position because they “like” the interviewer. Potential candidates should assess the requirements for the job, as well as the team and company culture, to be sure they are a good fit.

The goal of a hire is to bring aboard the right talent for the right job that will succeed in your unique culture. Avoid hiring (or accepting) a job by instinct; apply objective measures to the process.