CEO Coaching Video ·
Hire for Behaviors, Not Experience
We will not get an A player team if we are hiring for skills and experience. Instead, look for people who have a history of success that have the right behaviors to support it.
- #hiring
- #aplayer
- #behaviors
- #habits
- #promotions
Transcript
One of the biggest mistakes I see when coaching organizations is that we tend to hire for experience and skill sets rather than behaviors and history of success. And what I mean by that is what we tend to look for is someone with X years of experience. Now, does it necessarily mean something if someone's been in a role for 10 or 15 years? Does that mean they're successful?
No. Does it mean something if they job hop a lot? Yes, it tends to. It tends to not be a player behavior that we expect.
But someone in the role for X period of time does not necessarily mean success. You can see people in roles forever and they've been doing the job forever, that does not mean they're good at it. Why? Because we tolerate a lot of mediocrity.
So just because you get someone that knows particular skill set like accounting, they've been in an accounting role for 10 years, 15 years, does not make them excellent at not only accounting but being an A player who can change the outcome. So what we have to look at instead Are regards to the skills, regardless of the experience and the role, we want to look at their behaviors. What habits did they create? What routines did they have?
How did they treat other people and understand their role in the organization? We want to look at their history of success, meaning if they were in their role, even if it was only for a year or two, what success did they have? How often were they able to achieve goal? What new systems, processes did they put in place during that period of time to excel?
Because the job just isn't to do the job. The job is to do the job better. And those are the kind of A players that we want to pay for and hire is those people that have great behaviors, great habit, great routine, great ways to treat other people. And they've had a history of success, meaning they have been able to constantly achieve in roles and they get promoted.
We usually see that as evidence in their work history as well. And we want to, again, validate that through previous supervisors. So if you want to be successful, start changing your perception of who you're hiring and looking more for the behaviors and history of success.