As we kick off the hiring season at NonBioS, I've been reflecting on an interesting dichotomy I've noticed over the years.
With experience in the hiring of anywhere from 100 to 1,000 employees — primarily in engineering roles, but also in product management, sales, support, business development, HR, and operations — I’ve had a decent sample size to observe.
I've also had the opportunity to see how these hires performed over time, allowing me to connect their interview impressions to their job performance.
The dichotomy is this: candidates we almost didn’t hire often ended up being top performers, while those we were certain about frequently underperformed, sometimes necessitating their departure.
This dichotomy seems to arise because most interviews overemphasize skills. They focus on whether candidates can do the job.
But they miss another crucial aspect:
- Do candidates truly want the job?
- Do they see it as a step up in their career?
Those who felt lucky to land the role often worked hardest.
While those we thought fit perfectly? They didn't find the challenge they craved.
This is particularly evident in tech roles, where candidates may excel in interviews yet struggle to deliver on the job.
The takeaway?
Competency alone isn't enough.
+ Ensure candidates' motivations align with long-term goals.
+ Seek passion alongside skills.
What do you think?