You have a great new candidate for an important position. Maybe you don’t have a position and the candidate appears to be so great you want to create a position for him.
Slow down. Make sure he/she is truly great before you fall in love and move to offer him a position.
I’m all in favor of hiring great people. And if a candidate is truly great, creating a new position that doesn’t exist is a great idea. I want you to do it. But I just want you to slow down and make sure the candidate is great.
I can remember a time when this happened to me, and I failed to slow down and do real, in depth due diligence on the new hire. She had everything I thought my organization needed for a crucial branch manager position. Great experience. Great results in a similar position. Good contacts. She had reached out to me to inquire about a position when I didn’t really have one.
I did and perfunctory interview that confirmed the obvious great first impressions she gave. I moved fast and made a spot for her.
She was gone less than 5 months later. Didn’t fit culturally, annoyed my entire staff, didn’t perform.
I had fallen in love with the incredibly results her resume said she could produce. If I had dug in with my standard behavioral interview and reference process, I would have learned about the cultural misfits and how she delivered the results the she had successfully produced before. I would have said “no way.”
By delaying your first instincts, you give yourself a chance to truly confirm them. If the candidate is truly a fit you’ll actually be more excited about the hire than you first were. If not you will be relieved and will save yourself some time and pain.
Jim Collins advice is true on this. When you have a great candidate, do what every you can to land them. But take your time making sure they are great before you land them.
Go slow to grow, when hiring great people.