Hiring

No Hard Skill gets executed

if the Human Skills are not aligned.

 

Qualifications, years, references: a hiring process measures what can be measured. The part that decides whether someone performs in your organisation is harder to see, and it is not a matter of talent. It is a matter of how a person perceives, decides and recovers under load. 

 

Most hiring decisions are made in the first minutes, by one person's gut feeling. That feeling is real, but it is mirror-neuron work: it recognises similarity, not suitability. I bring a reading of the human patterns into the process, so the decision rests on more than resonance.

 

What you gain is a hire who still fits in a year. Fewer costly corrections, less friction in the team that receives the new person, and a shorter run-up before they are actually productive.

 

A wrong appointment is paid for over years: in salary, in the time the team spends compensating, and in the second search. The reading that would have prevented it takes hours. That asymmetry is the whole argument.

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A first conversation takes thirty minutes, and there is nothing to prepare.