There’s a lot of great talent out there right now.

People actively looking for jobs, and more that aren’t actively looking, but would consider making a change for the right opportunity. 

The world is your oyster. All you really have to do is post on LinkedIn that you’re hiring and you’ll get 100 people commenting “Pick me! 🙋🏼‍♂️” in an hour. 

You’re moving fast, and why shouldn’t you? There’s a lot at stake, you’re working to expand your company.

Because your stakeholders are watching…and because you can.

You’ve got money in the bank, and more to be made. 

Did you know that it can cost 100-150% of your employee’s salary to replace them? 

Over 200% if it’s a C-Level hire. 

You onboard them, train them, invest your time and your team’s time. 

You pay them, they join your benefits plan. 

Oh, and don’t forget the swag! 👕 🎒

Once they’re gone, you’re picking up the pieces, and other members of the team pick up the slack while your existing team (or you) work frantically to backfill them. 

When you hire the wrong people, it’s not just one expensive mistake. 

Sure, it’s a pretty impactful financial hit. 

It’s also your culture.

Your culture becomes toxic because of the people influencing it.

Ex-employees that you didn’t get a good read on or complete a behavioral interview with will start lashing out on social media. 

The team that’s left behind is often left without answers, and fear starts to take over the individual team’s culture.  

All because you went with your gut. Or moved too quickly. Or you simply didn’t know, and that’s okay. 

While it’s much easier to get ahead of these things, you can also be aware of it and change how you interview and hire moving forward. 

Some people are very good at interviewing. They know exactly what to say and how to handle your “tell me about a time” questions. 

The key is to dig deeper. 

1) Ask layered questions.

2) Pay attention to patterns in answers and behaviors, and to ask for examples, results and outcomes - there is a difference. 

3) Have multiple people interview each candidate - there’s a balance between too few interviews (just a CEO) and too many (varies, depending on the level and role)

4) Run a social media check - you can tell a lot through what someone likes and comments on. (If they’re going to tell the world about how you’re the “worst leader” 🙀 after they’ve left your company, they’ve already done it before)

5) Get on the same page with your team. There is no point to conducting the same interview 4x. Assign topics and questions to each member of your interview panel to get a clear picture of the candidate.

Take the time to improve your hiring process now can save you from significant headaches and financial losses down the road. 

By focusing on deeper, more insightful interview techniques and understanding the true cost of turnover, you can build a stronger, more resilient team.

Ready to refine your approach? Dive into my guide and start making smarter hiring decisions now.

How to work with me:

Recruiting: contract or per-placement hiring. Reach me here.

Writing: Freelance writing for blogs and publications. Reach me  here.
Recruiting and Interviewing guides are available here. 

Are you seeking a new role? Binge my courses or work with me 1:1 to help you land your next role here.