Don’t Hire The Way You Vote
Ah, voting. The day has arrived for the citizens of our nation to gather our wits about ourselves, weigh the candidates on the issues, weed through the rhetoric and political nonsense, and cast our ballot in the name of democracy. Voters face tough decisions this year, and so do hiring managers. It’s a busy time for politics and talent acquisition alike, but the methodology taken to choose the right candidate should differ dramatically between the two. So, how are you going to vote? Hopefully, not the same way you hire.
You Love One, and Hate The Other…
Classic. You’ve got a love affair with that one candidate. On the surface, he represents everything that you want, and sees eye to eye on all of your hot button issues. On the other hand, you can’t stand the opponent. He rubs you the wrong way on everything, from social issues, to economic perspectives and foreign policy. Naturally, you are inclined to vote for your favorite, but you’ve already voted (hopefully). Now, it’s time to hire.
In this scenario, your bias towards your favorite may actually hinder your decision making. When evaluating new talent, it is important to look at candidates objectively, which can be difficult when you are leaning strongly in one direction straight away. So how do we address this situation? Be critical of the candidates that you prefer, and leave the emotions out. When we like a candidate right away, we tend to rationalize shortcomings, even if the candidate clearly lacks qualifications that you need. And don’t rely on your judgment alone. Put the candidate you like in front of others, and see how your perspective lines up with theirs. Collaboration can expose truths about candidates that you may have missed, or even ignored altogether. On the other hand, be sure to do the same with candidates that you don’t initially prefer. Ask the right questions, and stay as objective as possible when evaluating them. Put the candidate in front of your colleagues, and compare their reactions to your own. You may find that the candidate you like is not a good fit in reality, and might even discover the candidate you didn’t like is the right one for the job. Your initial reactions may turn out correct, but it’s good to be sure.
Great Social Policy, So-So On Foreign Policy, But the Economy … Don’t Get Me Started
The dilemma of today’s independent. As an unaffiliated voter, you like one candidate’s stance on social issues, and may even see eye to eye on foreign policy. But economic policy? Oh, that damned economy…
Many voters end up casting a ballot based on most important and pressing issues of the day, even when they disagree on other issues. Selecting candidates to hire requires a different approach. Not every qualification is make or break, but it is important to establish your core nonnegotiables for hiring. Disregarding a lack a qualification in one nonnegotiable area for a high level of aptitude in another area may seem like an acceptable compromise, but in reality, the nonnegotiables are what they are for a reason. There will always be great candidates. You just have to make sure you hire the ones that fit your needs.
Pick the lesser of two evils
Better the turban then the mitre, they say. In the world of politics, many voters feel boxed in by the political parties, and though neither candidate feels like a good choice, their sense of civic duty compels them to make a choice. Voters weigh the choices against each other, and choose the least unappealing choice. A sad but true reality for many a citizen.
Picking the lesser of two evils is a reality for many voters, but it should not be a philosophy taken into hiring. In a competitive talent market, hiring managers may end up with a batch of candidates that come up short of their needs, but think that a choice must be made, and pick the best of the batch. In the long run, picking a candidate that falls short of your requirements can very likely lead to a failed placement, and can be a waste of the time and resources already invested in the process. So, what do you do? Again, you must hold strong with your core nonnegotiables, and make sure that you are being realistic and reasonable with them in relation to compensation and experience. Evaluate potential hires based on them, and if no one meets those requirements, then it is time to start looking again.
In Hiring, Be The Ron Paul Supporter
Despite his absence on the ballot, Ron Paul retains adamant supporters who see eye to eye with him on most of the issues. His supporters stick to their guns, and hope for the change to come someday. The bottom line is that hiring should not come down to weighing choices against other choices. In a bind, it may seem like there is no other alternative, but sacrificing for the sake of hiring can lead to less-than-optimal outcomes. Evaluate candidates for who they are, and not how they compare to others. Stick to your guns, and hold out for the right person. Do this, and you will ensure a better hire in the end.