How do you hire true A+ players, and not settle for “good enough”?
When hiring, it’s common to fall in the “first and best” trap versus rejecting clearly capable people in the hopes that Rock Star Freddie Mercury Himself eventually shows up.
Many people have great credentials, check all the boxes, are likeable, have good references, and are plug & play.
Not many people blow you away repeatedly and elevate the whole organization.
Here’s how to find Freddie Mercury:
1) Ask for specific case studies and examples. Numbers. Results. Their exact contribution. Attributable to the candidate, not just contributing to a broader context.
2) Ensure they know what winning looks like. Did their company win, have they been in situations where it’s a victory, do they know what success looks like, and their contributions were pivotal.
3) Do reference calls to their subordinates. Former bosses and colleagues can be nice, but true advocacy and real insights come from the people who worked for and learned from them. If they rave = good sign.
When you find this person, pay up, it’ll be worthwhile.
Thanks to Michael Sutton, an exceptional recruiter of top-class people, and a hybrid of Dennis Wilson/Bono/Tom Petty, for his input on this topic.
