Renovations Part 1

Molly is polished with a lot of experience. Trisha has a great attitude and a medium amount of relevant experience. Becca has demonstrated transferable skills, but has not worked in this role before.

Who would you hire? Note that none of these examples indicate their target salary. Note that existing relationships, mixture of genders, locations, etc. are all removed for potential biases.

When you’re buying a house, you consider a number of factors. Do you want it to come with all the bells and whistles or are you willing to do renovations? How much renovation are you willing to do? Is the house the nicest in its neighborhood?

In Molly’s situation, she is already the best at what she does. She is probably ready for the next level. Yes, she will be able to hit the ground running, but she might expect to be promoted quickly or get bored. If she knows her worth, she will also be expensive.

Becca will need training to get up to speed. Her previous experience will determine how much training she’ll need. People do successfully change careers, but Becca will need to prove herself. Becca will really work hard in this role. Maybe even struggle. Will she sink or swim?

Trisha is likely my top candidate at this point. She knows the role and will be able to acclimate. With a little time, she could grow to thrive. During the interview, I would ask her what type of work brings her joy to ensure she’ll be happy in the role.

A critical consideration that has not yet been mentioned is the existing team.

• What is the skill level on the current team? Maybe they need Molly because the others are more junior or are willing to take a chance on Trisha because their team is generally seasoned enough to support her.

• What are the other personalities like on the team? Which candidate will get along with them best? Maybe they’re more laid back or more formal. Culture and belonging matter tremendously towards long-term success for the team.

• Has the existing team been there for a long time or is there a mixture of tenures? How receptive will they be to a new person? Would they feel threatened by someone like Molly or even Becca? Do you want to set a new bar?

As a hiring manager, you are controlling the success of the organization with this decision. No pressure. It’s important to make sure the person will be a good fit for you and that you will be a good fit for them. Sometimes you might be in such a hurry to make the decision that you don’t fully think it through or you ignore a red flag. If you have never hired someone before or what advice on how to approach it, schedule a call.