How to Hire Smart (or else Manage Tough)
or, why 'slow is smooth, and smooth is fast'
Amateur leaders hire based on "gut feeling" alone, which is one of the worst mistakes you can make.
I've done it, too, when building my own team.
It felt right in the moment.
But it cost me.
I once hired someone because I “just had a good feeling.” They seemed sharp. We clicked in the interview. We knew similar people and they were fun and interesting to talk to. I ignored the little things that didn’t add up on their resume. I skipped a reference check. I thought my instincts were enough.
Spoiler Alert: It didn’t work out.
They struggled in the role. The team felt the impact. I had to let them go. They took it personally. I even took it personally. It was hard for everyone.
That’s when I learned the hard way: gut feelings are not a hiring strategy.
Here’s why I never trust my gut on a hire anymore:
Our brains are wired for bias. We like people who remind us of ourselves. We get swayed by charm or confidence. We miss red flags if we want someone to work out.
Research shows structured interviews predict job success better than “going with your gut.” Gut instinct is just a shortcut for our brains. It skips the hard work of real evaluation.
Bad hires are expensive. They cost time, money, and team morale. One wrong hire can set a team back months.
Now, I use a clear process every time (steal this!)
I write down what the job really needs. Not just skills, but values and work style. I divide these things into three categories: Skill (know how & smarts), Will (desire) and Fit (alignment with the job and the team).
I use the same questions for every candidate. I score their answers on a 1-5 scale.
I check references, every time. I ask "What coaching will this person need to be successful in this role?" that's how you find out where the challenges are.
I ask the team to follow the same process and give unbiased feedback without asking others what they think first. I look for patterns, not just one person’s opinion.
(this last one is the under-rated super power most people reading this will skip over)
This feels like it will take more time, but it saves so much pain later.
When doing this work, I remind myself of the mantra: "Slow is smooth, and smooth is fast"
My gut still whispers. But I don’t listen.
I trust the process, not my feelings.
If you’re hiring, don’t leave it to chance.
Build a system. Stick to it.
Your team (and your sleep schedule) will thank you.
Bonus: Want me to post some simple ways you can supercharge the hiring decision-making process using AI?
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[Originally posted on linkedin. please feel free to share, comment and like!]