When my wife was on the hunt for the right guy, she had a list of characteristics she was looking for. The list is quite humorous and I first learned of it when my mother found it while helping us move, after we were married. With the help of a friend, she put the time and effort into documenting (on a napkin) her desired qualities. I guess when I was going through the qualifying rounds I made a passing grade, because here we are. Little did she know that her having a “list”, was part of my requirements (to know what she wanted).
Switching gears to the professional world….
When recruiting, we must look for the right fit and be patient. The best candidate may not be the highest compensated or most experienced candidate. Nor may they be the least compensated or least experienced. They simply must be the best fit at that time, and have the potential to grow in the future. For example, a small start-up may simply not be able to afford the most experienced and proven people. So what is the best fit for them? Most likely it is smart, passionate, and likeable people who the leadership is willing to pour time and effort into, in an effort to help them and the company grow. Conversely, a larger company that loses a key person, may need the experience and proven success, and can likely afford it.
The most common mistakes are made when we do a poor job of understanding the perception of others, and making sure that they are not only a good fit for us, but that we are a good fit for them. It has to work both ways, or the relationship is on the wrong path from the start. If they are “sacrificing”, they will likely resent the team from the beginning, or they will once the newness wears off.
Be patient, know what you are looking for, and find the right fit.