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  • Laura Johnston

Blind Spots & Missteps in Hiring

Regardless of where you are in your leadership journey, every leader has areas called blind spots where we cannot plainly see what’s occurring around us. Whether due to a focus on other priorities, a shortcoming in self-awareness, or even unrealistic optimism, the larger the blind spot, the more damage that can be done within an organization.


Recently we had some changes on our team. And as I leader, I believe I had no one but myself to blame. I didn't follow any of the important steps that I train to when it comes to good hiring practices. I wasn't even in desperation mode. I simply had a conversation that ended up with a hire to a position I hadn't even created yet. Have you been there before? This experience, which lasted a long 6 months, made me reflect on myself as a leader and a team builder. I am going to get vulnerable and share my experience with you and the glaring blind spots that led to this blog. Maybe it will help you like it did me!


Blind Spot #1

Following a Gut Feeling: Many times gut feelings can be a good to follow. In my case it was not. I got lazy and allowed my gut feeling to compromise best practices. When you have done all the research and you can make an informed decision, following it up with a gut feeling can be the icing on the cake. Make sure you have real information before you allow your gut feeling to take over your decision making process.


Blind Spot #2

Lack of Clarity: There is nothing more confusing to an organization when the leader is lacking clarity. Hiring someone to "create their own position" sounds open-minded and creative, however, it is imperative to understand the skill-set a new hire brings to the table. Don't get sloppy with your job profile. If you don't have one, you are not ready to make a hire. You must have absolute clarity on the role and expectations of the position you are hiring for. Don't get blinded by "potential" as a replacement for what you need right now.


Blind Spot #3

Poor Communication: Frequent and consistent communication with your team is imperative to meeting to goals of your organization. Do not kick your team meeting down the curb. But having "meetings" and talking isn't enough. Effective communication is the lifeblood of any organization. It helps the vision spread effectively so goals can be achieved. Having a weekly 411 is a must. What is a 411? 411 stands for 4 weeks, 1 month, and 1 year and it is an effective tool that demands accountability for results or lack of them without hovering or micromanaging.


A bad hire is a costly mistake. Months of salary, benefits & training add up and how you justify the expense rarely reconciles.


What is the Solution? At the Career Innovation Bootcamp (next one is Aug 13-14, 2021) you learn the key concepts of attracting talented people, you learn the 7 best practices to the interview and hiring process and a world class training template to ensure success.


There is no skimping on a great hiring system. It doesn't matter if you are hiring your mom, your friend or a stranger, the same important steps apply. If you are interested in implementing Career Innovation into your organization, email me at laura@highimpactleadership.us


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