Hiring isn’t just about filling a role—it’s about shaping the future of your organization. Every hire you make carries the potential to elevate your business, contribute to your culture, or, if done poorly, derail momentum. Hiring isn’t a task; it’s an art.
So why do so many companies treat it as a checkbox exercise? Rushing through interviews, overlooking red flags, or leaning on gut instincts rather than structure leads to costly mistakes. If we want to master hiring, we need to change how we approach the process. Here’s how.
Step 1: Understand the Real Job
The first mistake most companies make is hiring for a job description rather than the real job. There’s a difference between what you think you need and what your organization actually requires. That’s why before you even start the interview process, you need clarity on what success looks like in that role. Ask yourself, “What will this person need to achieve in the first 30, 60, and 90 days?” Those answers will give you a better understanding of the results you’re looking for, not just a checklist of tasks.
Step 2: Interview for Skills and Character
A strong resume doesn’t always tell the full story. Someone may have the right qualifications, but what about their character? Culture fit? Drive? These are intangible qualities that are just as important as skill sets. A candidate can be trained to develop new skills, but their core character traits are far more difficult to change.
During interviews, ask questions that dig deeper into who the person is—not just what they know. Ask about their past failures and how they’ve handled them. Ask about a time when they didn’t have all the answers. You’re not just looking for technical competence—you’re looking for how they think, how they learn, and how they adapt under pressure.
Step 3: Redefine the “Right” Candidate
Too often, we’re looking for someone who fits the mold. But the problem with hiring for a mold is that you end up with the same ideas, the same perspectives, and the same solutions. Innovation requires diversity—of thought, experience, and background. Instead of looking for someone who fits perfectly into your current team, consider how they might challenge it.
Will they bring a new perspective? Will they ask different questions? Will they push the team in a direction you hadn’t thought of before? The best hires aren’t always the easiest to make; they require you to stretch your thinking and embrace differences.
Step 4: Structured Interviews Lead to Better Decisions
Have you ever walked out of an interview with no idea whether the candidate was good or bad? That’s because most interviews lack structure. We ask random questions, get off-topic, and then rely on vague impressions when making decisions.
To fix this, create a structured interview process where each candidate is asked the same questions, evaluated against the same criteria, and given a fair opportunity to demonstrate their capabilities. This removes bias, gives you a consistent basis for comparison, and leads to better overall hiring decisions.
Additionally, involve multiple people in the interview process. Different perspectives can help catch potential red flags that one person might miss. A panel interview, for example, allows for a more holistic view of the candidate.
Step 5: Trust Your Gut (But Verify It)
Your gut instinct isn’t useless, but it shouldn’t be the only factor in your decision. If you feel strongly about a candidate—positively or negatively—pause and ask yourself why. Then go back to the data. Did they demonstrate the right skills? Did they match your structured evaluation criteria? Did they align with the company’s values?
Gut feelings are often our brain’s way of warning us about something we haven’t consciously acknowledged yet. But they need to be verified by facts and structured analysis. Trust your instincts, but don’t make decisions purely based on them.
Step 6: Prioritize the Candidate Experience
In today’s market, candidates are evaluating you as much as you’re evaluating them. A poor interview experience can turn away top talent, even if the role and salary are enticing. Respect their time, communicate clearly, and create an environment where they feel comfortable showcasing their skills.
The candidate experience reflects your brand. Treat them with the respect you’d want them to show your company if they were to join your team. The more transparent and engaging the process, the more likely you are to attract the right talent.
Conclusion: It’s a Long Game
The art of hiring isn’t about filling a role quickly; it’s about building something meaningful. Every person you bring on board has the potential to impact your company in ways you may not immediately see. That’s why you need to be strategic, thoughtful, and willing to invest in the process.
At HRDelivered, we understand that the interview and hiring process is one of the most critical functions of any organization. We work alongside our clients to ensure they are attracting, selecting, and onboarding the best talent available—because when you master the art of hiring, you master the future of your business.
