 | You only get to pick one. And the return policy is expensive. |
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Read Time: 3 minutes. |
Every manager has a horror story about that one hire that seemed perfect but crashed and burned. Or the candidate who sailed through interviews but couldn't deliver. Or worst of all – the toxic high-performer who drove away three other team members before we figured it out. |
Here's the thing: Most hiring processes are broken because they're built backward. |
We focus on what's easy to see and measure (years of experience, technical skills, charisma) instead of what actually matters (judgment, motivation, values alignment). |
Then we wonder why we keep making expensive mistakes. |
After 20 years of building teams and helping other leaders do the same, here's what I've learned about hiring well. |
| | | | An Hour A Day To Confident Management | Managers are always busy. There is always another meeting, another task, another person on your team who "just needs a minute." | Training? That big commitment goes in the "someday, maybe" pile. | But what if it wasn't a big commitment? | We deliver MGMT Fundamentals in one hour each day over two weeks. You get the 80/20 skills to succeed in the time you have lunch. | Does it work? | Our first group of 50 leaders seemed to think so. They rated the program a 9.4/10 and said it was worth 23x what they paid. | Join soon to claim your seat. And set yourself up with a better way to lead in 2025. | |
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Start With 20/20 Vision |
Most job descriptions are wish lists disconnected from reality. Then they're filled with jargon and legalese. |
But people want a purpose, not just a paycheck. |
Before you write a single word, answer these questions: |
What does success actually look like in this role after 6 months? What type of person has thrived in similar roles here? What problems do you need them to solve? What behaviors will help them succeed?
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This clarity helps you spot the right person when they show up – and gives candidates a real picture of what they're signing up for. |
Embrace The Race To "No" |
The goal isn't to find someone who'll say "Yes." It's to build a system that gets the wrong people to say "No" as early in the process as possible. |
And the best way they can say "No" is to never apply. |
Your company should be magnetic. It should attract the right people. But to do that, it must repel the wrong ones. |
Be explicit about your dealbreakers, be public about these behaviors, and look for stories within your company that show your culture in action. Make them feel it. |
A single toxic hire can poison a great team. Being rigorous about filtering isn't mean – it's protecting your most important asset: The people you already have. |
Values Trump Skills (Almost) Every Time |
I once hired a brilliant engineer who checked every technical box but couldn't be bothered to collaborate. He lasted four months and set the team back six. Never again. |
Skills can be taught. Values, judgment, and behavioral patterns are much harder to change. Sure, there's a baseline of competence needed, but after that, optimize for: |
Problem-solving approach A strong bias-for-action Learning velocity Values alignment Resilience Team fit
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Real Work Is The Best Filter |
Time is expensive for everyone. Design your hiring pipeline to identify wrong fits quickly before you waste hours in the final rounds. |
Some techniques that work: |
Clear knockout criteria in programmatic screenings Values-based questions early Work sample tests that simulate real challenges Team interaction opportunities Reference checks that go beyond HR verification
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You test for anything you add: How close is this to how we really work? |
The best assessment is working with them. |
Go Upstream for Talent |
The best hires often come from relationships built before you need to hire. |
Smart leaders: |
Maintain a list of 7-10 ideal hires for every role Build genuine connections with potential future candidates Stay in touch with "not right now but maybe later" people Create ways for people to engage with your team before applying Ask every good team member, "Who else should we know?"
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Testing for What Matters |
Instead of focusing on past accomplishments, design your process to reveal: |
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Real-world tasks, team interactions, and behavioral questions reveal more than any resume review. |
Learn and Adapt |
No hiring process is perfect. Track what works: |
Monitor 1-year success rates Get feedback from new hires Study why great people leave Learn from every mis-hire
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If you're firing fast but not learning from those mistakes, chances are you'll be doing it again soon. |
And when word gets out, chances are it won't be with as good talent. |
The best people are always in demand. |
The Bottom Line |
Hiring the right talent is the highest leverage activity a leader can focus on. Bad hires aren't just expensive to replace – they damage morale, slow progress, and exhaust everyone around them. |
They are subtraction through addition. |
Make the investment to build a hiring process that actually works. Your future self (and team) will thank you. |
Remember: The goal isn't to hire people who are great in interviews. It's to build a team that does great work together. |
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What You Missed |
Did you miss this week's Monday MGMT Minute? |
📌 Learn why you should only play games you're uniquely suited to win. |
What you missed from Dave on LinkedIn: |
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What you missed from Marsden on LinkedIn: |
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Our goal is to build a community of 1 million thoughtful, curious leaders. Your reposts on any or all of the above help others find us. |
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Thank you for reading. Appreciate you! |
Dave & Mar |
| | | | Ways To Work With Me | MGMT Fundamentals - Join our summer weekend sprint. December 3 - 13, 12:00-1:00 pm ET. Perfect for managers with 0-3 years of experience looking to build their management muscles fast. Enroll today! | Customized Leadership Programs - Bring our MGMT Accelerator in-house for a tailored, two-day intensive workshop. Ideal for 20+ leaders. | 1:1 Executive Coaching - I have a slot for one CEO opening in November. If you'd benefit from a second set of eyes on your company, drop me a note. | Speaking - We're now booking keynotes for 2025. Hit reply on this note, and we can set up a time to discuss topics and pricing. | MGMT Playbook - If you're here because someone forwarded this email, please subscribe before you leave. | |
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