A Good Argument.
Your recruitment process could benefit from a good argument.
Throughout the pandemic, I believe I have reached the bottom of Netflix. I was watching in the kitchen through my banana bread phase, in the basement through my tie-dye phase, and even now as I write this Netflix is asking me if I am still watching. Yes Netflix, I’m always watching.
Because of this ill-advised, and certainly not a sustainable lifestyle of constantly consuming storylines I have come to a realization – every plot would be wrapped up in ten minutes if the people involved were willing to say the hard things, directly, kindly, and AT THE BEGINNING. While I am grateful for the endless hours of entertainment this unwillingness to communicate has provided me, it has also underlined the importance of constructive conflict in my off-screen life.
In the small part of my life when I am not thinking about the Great British Baking Show, I am thinking about how to improve the interview process. In an interview process there inevitably comes the moment when the hiring manager and interview team come together to make their decision. This debrief discussion is a great opportunity for the team to push back against all the things that cause us to make bad hiring decisions.
What contributes to a bad hiring decision?
A bad hiring decision is focused on replicating talent – this is the kind of person we have always hired into this type of role.
A bad hiring decision is focused on speed – we need someone who can hit the ground running.
A bad hiring decision is focused on culture fit – this is the type of person I am most like and comfortable with.
A bad hiring decision can be avoided through a good argument.
But, what is a good argument?
A good argument has connectedness at its center. A good argument is one that is grounded in care instead of ego. A good argument pushes all the way through the hard stuff to the other side. A good argument opens hiring teams up to the benefit of their diverse perspectives and can make room for a good hiring decision.
A good hiring decision is focused on innovative talent – this is the kind of person who will push us further than we have gone before.
A good hiring decision is focused on intentionality – this is someone who will be with us for the long term.
A good hiring decision is focused on culture add – this is a person who will contribute new ideas, lived experiences, and make the environment richer for it.
The next time you sit down to discuss a hiring decision with your team, take a hint from every show that falls under Netflix’s “could have avoided this!” subgenre and dive into a good argument.
-Angel Lawler
