When we hire based on “skill sets,” we’re essentially choosing people who’ve already perfected what we need. But what if we shifted the focus to “skill gaps”? Here’s the difference: Skill Sets are about checking boxes for what’s already on the table. Skill Gaps are about finding team members who can fill in the blanks, adding diversity of thought, experience, and capabilities that the team didn’t know it was missing. Why this approach? Building Dynamic Teams, Not Static Roles: Teams thrive when each person brings something unique that others don’t have. Instead of crafting a role based on past success, hire for the gaps in knowledge, perspective, and experience that could drive innovation. Adapting for a Learning-First Culture: When people are hired based on gaps, it tells them they’re not expected to know it all—they’re expected to learn and adapt. This attracts those who thrive in an environment where growth and curiosity are valued over certainty. Creating “Edges” in Innovation: Gaps are where friction happens, and friction is often where new ideas emerge. People who bring something different to the team bring fresh insights. They help us break out of familiar patterns and uncover new opportunities. Flexible Hiring for Evolving Needs: Skills that are valuable today might not be in demand tomorrow. Hiring for gaps makes teams more resilient because the focus is on complementary strengths and a mindset of continuous adaptation, not rigid roles. Imagine how many unseen possibilities we could unlock by hiring not just for what our teams already do, but for what they could become. #HiringForGaps #FutureOfWork #TeamInnovation #Mindset #SmallBusiness #Hiring #Leadership #Trending
