Human Resources

Let’s get something out of the way: If your hiring process is “a few conversations and a gut check,” you’re not doing hiring. You’re doing roulette. And before you say, “But we’ve hired some amazing people that way!”—sure, even a broken clock is right twice a day. But how many great people did you miss? How many wrong ones did you hire and try to “coach up” when the reality is they were never a fit for the role to begin with?

Let’s talk about the foundation of great hiring. No, not gut instinct, not “good vibes,” and definitely not “they seemed nice.” I’m talking about job analysis—the thing that makes sure everyone knows what the job is before someone is hired to do it.