The Powerful Question That Can Transform How Leaders Think About Hiring

When I sit down with a leader for the first time, there’s one question I always ask: “How do you define Hiring Success?” It’s a deceptively simple question, but how it’s answered can reveal so much. It’s not just about understanding their perspective on recruitment; it’s about discovering whether they view hiring as a transactional process or a strategic, transformational force that drives the organization's future.

Is Your Approach Transactional or Transformational?

In today’s fast-paced, results-driven world, it's tempting to treat hiring as a checklist of tasks to complete. Metrics like time to fill and cost per hire often take center stage. While these metrics are important, they only tell part of the story. Leaders who approach hiring from a purely transactional standpoint may manage to fill roles, but they miss the chance to create something greater—a cohesive, dynamic team that drives the company forward.

From my experience, leaders who see hiring as just another task to check off often end up with teams that mirror this mindset. Their teams tend to be reactive, treating recruitment as a series of isolated actions rather than a strategic, continuous effort. This lack of commitment to the hiring process leads to extended time-to-fill metrics, lower quality of hires, and ultimately, a struggle to attract the right talent. Instead of building solid and lasting teams, these organizations find themselves caught in a cycle of turnover and missed opportunities, where each new hire feels more like a short-term fix than a strategic investment.

On the other hand, leaders who adopt a strategic, transformational approach see hiring as an integral part of their organization’s growth. For them, it’s not just about filling open positions—it’s about bringing in people who align with the company’s values, vision, and long-term goals. They understand that every hire is a building block in a larger structure of success, fostering a culture of innovation, collaboration, and shared purpose. These leaders don’t just fill roles—they shape futures, and as a result, their teams are more engaged, cohesive, and prepared to grow.

Who Truly Owns Hiring?

After exploring their definition of hiring success, I like to follow up with a question that cuts to the core of organizational culture: “Who owns hiring?” The ideal answer, and the one that makes me smile every time, is simple yet profound: “We all do.”

This response reflects a collective mindset, where hiring is not confined to a single department or function but is seen as a shared responsibility. When leaders recognize that everyone has a role—from recruiters to hiring managers to team members—they create a culture where bringing the right people on board is a team effort. It’s a recognition that great hires don’t just walk through the door; they are discovered, nurtured, and welcomed by an engaged, collaborative team.

I’ve had the pleasure of supporting leaders who truly understand this concept. They don’t just get involved in the hiring process—they commit to it. They see the value of strategic talent acquisition as a part of everyone’s job, and that mindset shifts everything. These leaders have grown their teams and themselves, creating an environment where success is shared. When hiring becomes a collective effort, it’s no longer just filling roles but about building a legacy.

Building a Culture Where Talent Thrives

Leaders' answers to these two questions—how they define success and who they believe owns it—reveal the culture they are cultivating. A transactional mindset may accomplish immediate goals but seldom creates lasting impact. On the other hand, a strategic, collective approach transforms hiring into a powerful, proactive force. It’s the difference between seeing hiring as a routine task and viewing it as an opportunity to shape the future.

When organizations embrace the idea that hiring success is a shared journey, they foster an environment where every team member feels a sense of ownership and pride. This is where true magic happens. In these moments—when everyone is invested in finding, supporting, and developing the right people—companies become more than just a collection of individuals. They become communities of purpose, passion, and possibility.

The Heartbeat of an Organization

Ultimately, hiring is not just about filling roles; it’s about building teams, nurturing culture, and creating a future everyone is excited to participate in. The right hire has the potential to uplift a team, spark innovation, and bring new energy to an organization. But that kind of impact doesn’t happen by accident. It happens when leaders take a step back and think deeply about what hiring success truly means and who is responsible for making it happen.

A Call to Action for Leaders

I'll leave you with this: How do you define hiring success? And who owns it within your organization? Take a moment to reflect on these questions. They may seem simple, but the answers can be profound. They can inspire a shift from a transactional mindset to one that sees hiring as a strategic, collective effort that fuels growth, innovation, and success.

Because, in the end, hiring isn’t just a function—it’s the heartbeat of an organization. And when everyone plays a part, that heartbeat strengthens, driving the entire company forward.