leftovers - the business bro catches up to emmitt smith

The post from Sunday talked about the importance of prioritizing search criteria to increase precision as you define the hiring process for a given opening in your team. But how do you make these prioritizations? One helpful starting point is to consider the current team. How can the current team support a new hire in terms of training and development for certain skills? The qualities that a team can share with a new person may suggest a quality that can be deprioritized in the search.

It may also help to consider what the manager is capable of in terms of coaching the new person. If I use my current search as an example, I would point to my ability to teach and train in technical skills as a reason for lowering the priority on this specific criteria, but I might prefer someone with a more developed set of customer service skills because I have less experience training people to improve in their interactions with colleagues and stakeholders.