It’s time to be straight with you…
If you’re like most executives, you’re making the biggest hiring mistake. Over and over and over.
I wouldn’t be a friend if I didn’t tell you. Because it’s totally avoidable.
But the change will take some courage… it’s the road less traveled.
Here it is: Industry experience is, Overrated. Overhyped. Overindexed.
In short, I’m over it.
I understand why you do it. It sounds like a safer bet, a short cut. Plug and play from one of your competitors to your organization. All things being equal, industry experience is great, because the candidate should ramp up a bit faster in the new role.
But putting it first (like most executives do) is just nuts. Because industry experience comes with baggage, bad habits, and often non-competes. Plus, it artificially constrains the pool of people you’re evaluating (not a good idea, in the tightest labor market in 50 years.)
Plus, industry experience isn’t predictive of a candidate’s success. It’s a nice-to-have, but shouldn’t be a must-have. Yet, every day, I see hiring managers and recruiters put it first, at the very top of their criteria list for candidates.
So then, what should you look for in a candidate? I’ve been at this for 25 years, made every mistake in the book, and I’ve figured out what works.
I made a 5-minute video to explain step-by-step. And here it is.
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