An Effective Hiring Strategy: The Importance of Who You Don't Know
Holly Scott
Senior Partner at The Mullings Group | Global Medical Device & Life Sciences | Executive Search-Building Companies and Careers
We have all heard, and likely experienced, the importance of establishing and maintaining a network. "Who you know" can open doors for opportunities and offer access to resources outside of any individual area of expertise. However, I caution leaders who are building organizations to understand the pitfalls of relying exclusively on hiring through a network. Lack of diligence and structure in process can impact cultural dynamics that are difficult to reverse, if not derail, success.
The most common challenge associated with hiring exclusively within a network is reversal of thinking regarding the reason for the need. A solid hiring strategy starts with defining the problem we are looking to solve, and what attributes are necessary to solve it. That philosophy is often reversed when hiring in your network. I appreciate the enthusiasm of "Give me the best athlete and I will find a spot for him/her" however, especially in a dynamic young company, each hire directly impacts further organizational demand. Creating a spot for someone based on relationship or work done in a prior organization can confuse the dynamic of a developing team.
Another challenge associated with hiring those known to us can be more subtle. Unconscious bias and the Halo Effect can seep into culture and impact action and awareness as a business moves forward. Although trust and prior knowledge of an individual's capabilities can be tremendously valuable in a hire, individualized success is directly and indirectly influenced by the environment. The "right" individual in the "wrong" environment will not heed the best results. Both must be explored.
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An effective hiring strategy takes our network into account, yet it should not be our exclusive source to determine best hire for critical roles. The most effective search is a holistic and exhaustive process, with a plan involving each of the stakeholders around the hiring need involved in a uniform way. The implications of hiring exclusively in your network can be subtle, long-lasting, and dangerous for a company's success. In my next article, I will share tips on how to ensure the hiring process and search process is optimal.
Building Bench Geeks- Connecting IT Companies with the Right Opportunities
1 年While your network is valuable, it's essential to explore all opportunities to find the best talent thoroughly. Rightly said Holly Scott
IT Manager / CyberSecurity / Software Dev / IT Engineering Manager: Science, Engineering and Manufacturing
1 年Your comprehensive vantage point creates a rainbow of light, against the stark dramas that unfold, Holly. For years, I believed that I needed to take a course in hiring, until I realized that it had more to do with who the company listens too and where they were at. At one point I was looking for someone to take over my own business, I had clients and business leaders who trusted me, plus a veritable feast of customers that while paying attention to my journey; they were focused on their own. There was no other business like mine, in the whole country; who had the know-how? the answer was no-one. I left the company to create itself into maturity, within the hands of all my customers. It ran for three more years. While I am thinking of the job details, and having a well defined titled description, this leads us down the path of being specific. When I am well aware of hiring people who can accomplish the tasks and get along with others hired; I am also aware of people whose personality can create an award-winning position that develops inside the company. Given to that thought, this is where WFH folk have an advantage that no-one has mentioned. Working within their realm; they accumulate resources that no company has :}