OTL Newsletter: Why hiring the "perfect" candidate is a mistake

Observation 🧐

It’s rare to find a complete shoe in for an open role. 

They’re unicorns, but if you find one, be cautious (as you should with any mythical creature). 

The rationale?

If someone has all the experience you need, the exact skills required, then the job probably won’t be stretch enough for them to remain excited for long.

There needs to be an element of “stretch” for all the people you hire. 

The best hires I have made have all had their gaps. 

• The salesperson who has never sold technology before but who is scrappy and understands how to sell to the C Suite. 
• The new manager who has never led people before but just needs someone to give them the opportunity to prove they can build a team. 
• The intern who is so green but eager to learn and so grateful for the opportunity that they will be successful out of sheer determination to make you proud. 

Without elements of stretch in the role, hiring managers should dig into why a candidate would want the role.

I once hired a candidate from a competitor. He came with years of experience selling in the same industry. He navigated all my questions with ease. 

This candidate had previously sold enterprise deals. He was applying for a segment that was serving smaller customers. It was hard to find fault with his resume or his interview. 

The only thing in my mind was that this guy was too good to be true. 

So, I hired the “great on paper guy”.

Turns out he was just great on paper. 

He took the role on my team so he could be on cruise control. He would disappear for hours on end, working remotely there was a complete lack of visibility. He did not work out and we had to manage him out of the business. 

While your goal isn’t to aim for perfection, you certainly want to get a strong candidate. 

The key is to find not-so-perfect candidates with gaps you can work with. 

Certain skills are easier to teach, such as:

• Prospecting skills 
• Product and industry knowledge 
• Selling to a buyer persona
• Knowledge of tools (like CRM, reporting) 
• Forecasting and pipeline management 

Skills that are harder to teach include: 

• EQ and self awareness 
• Grit and scrappiness 
• Executive presence  
• Active Listening 
• Adaptability 
• Strategic thinking 

Stop searching for unicorns. Start investing in potential.

Look for candidates who have:

• The core skills you need
• Demonstrated ability to learn
• A growth mindset

Your job as a leader isn't to find perfect employees. It's to create an environment where imperfect employees can become exceptional.

Thought Starter  🤔

“A comfort zone is a beautiful place, but nothing ever grows there. Your job is to stretch others, not to keep them comfortable” – Anonymous

Love 🥰

I’ve started seeing these types of disclaimers on job postings and I think they’re so important (and necessary!).  

“Studies have shown that women and people of color are less likely to apply for jobs unless they believe they can perform every job description task. We are most interested in finding the best candidate for the job, and that candidate may come from a less traditional background. We may consider an equivalent combination of knowledge, skills, education, and experience to meet minimum qualifications. If you are interested in applying, we encourage you to think broadly about your background and skill set for the role.”