The Hiring Formula: Balancing Skills, Will, and Attitude for Startup Success.
As a People domain leader with vast experience in hiring first joiners, I'm here to discuss the nuanced art of hiring — specifically, how to balance skills, will, and attitude. These three key components can make or break your decision regarding new hires. Let's dive in.
Skills: The What
Skills are the 'what' — the abilities and expertise a candidate must possess to perform job tasks. They are the baseline but not the only factor. For instance, if your company already boasts domain expertise, opting for a brilliant mind with potential rather than an experienced professional at their peak may be wiser. This approach harnesses vibrant, fresh energy and innovation that can challenge and elevate your existing team.
Will: The Why
Will is the 'why' — the driving force behind a candidate's actions. It's their motivation to join your team, ambition, and desire to grow within your vision. An opportunistic approach, however, can disrupt team harmony. On the contrary, a candidate with genuine enthusiasm for your mission can be invaluable.
Attitude: The How
Attitude is the 'how' — candidates approach problems, handle stress, manage conflict, and communicate. It's the core of your culture. A candidate with a positive, resilient attitude is crucial. They help foster an environment where challenges are met with creativity and grace. Attitude is the bedrock of adaptability and collaboration and should never be compromised.
Strategic Hiring Based on Company Needs
When expanding your expertise or entering new domains, experience can outweigh brilliance. In these situations, it's beneficial to bring in a seasoned expert who can provide a solid foundation for the new competency you aim to build. Their experience becomes the shortcut to developing robust processes and instilling best practices quickly.
On the other hand, if your startup is well-versed in a particular area, hiring for brilliance and capability may yield better long-term returns. A capable and brilliant individual brings a fresh perspective that could disrupt the status quo for the better, sparking innovation and pushing your company beyond its current boundaries.
Inclusion Criteria:
Does the candidate show a knack for innovation and a drive to build on existing knowledge?
How does the candidate react to real-world scenarios involving conflict and frustration?
Is there evidence of a growth mindset, an eagerness to learn, and adaptability in their past experiences?
Do they align with the core values you've painstakingly woven into your company's fabric?
Conclusion
Hiring is about finding the right mix of skills, will, and attitude that aligns with your current team composition and company trajectory. It's a strategic choice where potential and attitude may outweigh pure experience, depending on your needs. As founders, you must not just fill positions but thoughtfully integrate new energies that will drive your companies forward with tenacity and vision.