Short-Term Perspective = Short Term Hires!


Your company is growing and your team is working flat out. You anticipate continued growth in the future and new challenges, as well. To ensure that your group doesn't burn out, you decide to hire an additional person. You decide that you want the new employee to hit the ground running, so you:

  • Hire a candidate who fundamentally has done the job before and possesses almost all the hard skills required for the role.
  • Hire a candidate who requires little supervision, because you don't have time to get the new hire up to speed.



If you base your hiring on your own needs without addressing the interests of the new hire, you'll almost inevitably run into problems. Here are a few:

  • An individual may have the hard skills to do the job, but if you don't pay attention to the soft skills before you make a hiring decision, you may hire an employee who doesn't fit into your organization and who may even antagonize your current staff. 
  • You think you'll save time and effort if a new employee has the experience to hit the ground running, but no two companies are alike. If the new individual doesn't understand the unwritten rules of your organization's culture, they can disrupt procedures and make enemies along the way.
  • If you focus on the skills that the new individual has already acquired, you may not realize that they have no interest in acquiring further skills. When you want them to take on additional tasks, they won't be interested in meeting new challenges beyond the role they signed up for.


Before you begin your search, think about your short-term and long-term needs, the possible career paths that a new hire can follow, and the importance of fit for your group and company. After all, quick hires can often result in quick exits.