The right person
Given that none of us are perfect communicators, in any conversation there are two tracks to listen for: what’s being said, and what’s not. There’s room…
It’s possible that you can spec out the perfect hire with the exact set of experience and skills and interests. That you’ll nail the job description in all its complexity and internal fuzziness. That you can future-proof your requirements by laying out not only what you know today but what you’ll discover you don’t know tomorrow. And that you can then find the perfect match.
Except that’s not how it works.
Your best bet: a broad understanding of the requirement, underpinned with some absolute requirements, and rarely, specific qualifications (like for an accountant, lawyer or brain surgeon). Everything else? Negotiable … for the right person.
Specifications and mandatory attributes don’t predict the right person. The right person is the one you can work with on good days and bad, and who does what they say they will do.
Meet more candidates, filter with your gut.
Skippy strategy: It’s not about their CV.
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Category:
Foundations
There’s all the things we know we need to do, and we haven’t done yet. We’ve agreed they need to be done, that we’re the ones…