Birkman Fit Series: The Problem With Perfect

Before we close out this conversation on hiring, I’d like to point out something I’ve learned the hard way.

When I shop for clothes and try things on in the dressing room, I’ve found I don’t always find the perfect fit.  This one is too long, this one is missing a button, I don’t like the cut of the sleeves on this one.  But because I’m able to deal with some of the snags I run into, I may accept them because I simply need a new coat.  But I know me and if it’s more than one issue, I won’t get it done.

Here’s the thing. I can manage one issue by taking personal action or hiring a tailor.  But I cannot realistically handle three or four problems. Why? Because I’m busy, have a lot on my plate and would not reach for a coat that had turned into a project.

Hiring can be sort of like that. If there is a small lack of fit with my expectations, I can probably still make it work.  But if I choose to think that I can deal with multiple issues, I might be fooling myself.  It may take longer to train and develop the candidate based on their background.  Introducing them to a new industry may be harder than I expect.  Dealing with someone who hasn’t encountered as much change in their work environment as we have could be challenging.  The more obstacles there are to manage, the more diluted my support will be.  And the thinner my patience could be.

The other end of the spectrum can be vexing as well.  If I wait for Absolute Perfect Candidate, I may wait too long to fill the position and have a costly gap with no one in place.  I have found that we seldom have a picture-perfect idea of a candidate’s skills and potential on Day One.  

And a best-kept secret: Haven’t we all seen a new person come on board and be delighted when they blossom into a new area of contribution?  Sometimes a new hire brings a difference that provides an unanticipated benefit to the team.  Perhaps they have a talent in a software that we just acquired.  Or they have international experience and can advise on how our new clients may want something different.  

When you create a profile of what you are looking for in your next candidate there are a few things you are simply not sure of:

1. You don’t know all the positives or negatives about the person you are interviewing and

2. You don’t truly know what this job will require in the future because the world of work will be different.

   
   

It is better to know the non-negotiables you MUST have to be successful in the job. Focus on those. And Flex on the others.

Happy Hiring.