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I’ve noticed a trend over the years: The candidates my clients have been happiest with have generally been those who were hired for culture fit and aptitude rather than purely on current skillset.
Experience has told me that someone with high intellectual horsepower who is truly excited and committed to the growth of the organization will prove to be a stronger asset and lower churn risk over time versus someone with a killer resume who’s just there to cash a paycheck.
Ultimately, what’s the bigger time and money cost: A couple months lag time in training someone on a particular skill or industry nuance, or starting from zero when the non-committal “rockstar” takes the next offer the breeze blows in?
The super-excited #2 or #3 candidate in the resume stack is often worthy of stronger recognition than they’re given.
Ben Lewis
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