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When Hiring, Listen to Your Team

February 8th, 2019

When you’ve moved into the advanced stages of the hiring process and you’ve narrowed a wide pool of resumes down to a few final interviewees, you’ll be relying on several factors to make your ultimate decision, for example, your gut instincts, your background checks, and your reference checks. But as you review data from all these sources, be sure to keep one more important resource in mind: your existing teams. Here are some of the reasons why your team’s input can mean the difference between a brilliant new asset and a hiring mistake.

Your teams have an existing culture and social fabric.

Maybe you have a nice blend of introverts and extroverts on your team, and everyone benefits if you maintain that balance. Maybe your team is made up of cheerful collaborators, cool but efficient loners, friendly competitors, or long-time teammates with an oddball sense of humor. Will the new employee find a place here? Will their social contributions be appreciated? The best way to find out is by simply introducing them and then asking your team for feedback.

What does the team really need?

Maybe the departing employee that you’re working to replace had a specific skill set or talent that held the team together. Maybe this necessary skill is essential to team success. Maybe if you hire someone who excels in plenty of other areas, that won’t help much, since this one missing skill set is the one that’s most needed. What is that skill set? Ask your team and find out.

Some traits may spell trouble.

Maybe your new hire is an efficient number cruncher, but a little arrogant in a way that ruffles feathers and causes resentment. Maybe your new employee is humble and likable but disorganized in a way that can derail project goals. Maybe your new hire brings some toxic energy to the room that your team finds especially difficult to deal with. Or maybe the new person is identical to everyone else to a degree that they bring no new energy or fresh air to the group. Your teams can provide insight into this possibility.

Several heads are better than one.

One person making a decision alone (you) may be subject to certain biases or blind to certain red flags. But if you bring others in and encourage them to weigh in on the candidate, they can spot things that you may have missed, or dismiss concerns that you may be taking too seriously. Group input can keep you from hiring the wrong person, or just as bad, letting a great candidate get away.

For more on how to leverage the insight and opinions of your team, contact the staffing pros at Merritt.

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