The Art of Hiring: Lessons from Experience

Hiring the right talent is one of the most critical decisions a leader can make. It shapes the culture, productivity, and overall success of a team. Yet, many hiring managers often fall into common traps that can lead to costly mistakes. Drawing from my experiences as an engineering manager at Square, I want to share insights on how to avoid these pitfalls and make more informed hiring decisions.

The Importance of Character Over Technical Skills

One of the most significant lessons I’ve learned is that character often outweighs technical skills. During an interview for a position at Square, I encountered a candidate who possessed all the necessary soft skills but lacked familiarity with our tech stack. At first glance, this seemed like a valid reason to dismiss them. However, reflecting on the situation, I realized that 80% of the technology we used at that time didn’t even exist when the candidate was honing their skills.

In hindsight, not hiring this individual would have been a grave mistake. While technical skills can be taught, compatibility and character are much harder to instill. Instead of focusing solely on technical questions like, "How familiar are you with JavaScript?" I recommend asking questions that reveal the candidate’s character and values. This approach not only helps in assessing their fit within the team but also fosters a more engaging interview process.

Pedigree Doesn’t Equal Value

Another common misconception is equating a candidate’s pedigree with their potential value to the company. Just because someone graduated from a prestigious university or worked at a well-known company doesn’t guarantee they will excel in your organization. While these credentials may open doors, they should not be the sole basis for hiring decisions.

Many Ivy League graduates, for instance, may feel pressure to prove themselves beyond their prestigious backgrounds. Their true capabilities often emerge during the interview process, where their character and work ethic come to light. It’s essential to dig deeper than a resume filled with impressive names and focus on what the candidate can bring to your specific team and culture.

The Misconception of Hiring for Growth

A prevalent belief in hiring practices is the idea of bringing someone on board with the expectation that they will grow into the role. While fostering growth is essential, it’s crucial to hire individuals who can immediately contribute to the team’s success. Instead of seeking candidates who need to develop their skills, look for those who can hit the ground running and adapt as the role evolves.

In my experience, the candidate who initially struggled with our tech stack at Square eventually thrived because the role adapted to their strengths. This highlights the importance of hiring individuals whose skills can evolve alongside the company’s needs, rather than those who require extensive hand-holding to get up to speed.

Setting the Tone for Professional Relationships

The hiring process is not merely a transactional decision; it sets the tone for the entire professional relationship. How you approach hiring can influence the dynamics of your team and the culture of your organization. It’s essential to view hiring as the beginning of a journey rather than a simple yes or no decision.

Technical skills, references, and growth potential are undoubtedly important. However, a candidate’s character and ability to excel in your specific environment are often clearer indicators of future success. Remember, hiring is not the end of the evaluation process; it’s the start of a new relationship where both parties will continue to learn and grow together.

Conclusion

In conclusion, hiring is an art that requires careful consideration and a nuanced approach. By prioritizing character over technical skills, questioning the value of pedigree, and focusing on immediate contributions rather than potential growth, you can make more informed hiring decisions. Ultimately, the goal is to build a team that not only excels in their roles but also contributes positively to the company culture.

As you refine your hiring practices, remember that the process is just as important as the outcome. The relationships you build during this phase will shape the future of your team and organization. Embrace the opportunity to learn about your candidates, and you’ll set the stage for a successful partnership.