Managers often like the idea that the person that they are hiring knows everything about the job, has all the skills and has loads of experience.

The candidate is seen as a safe bet, can hit the ground running and will need little supervision and no training.

A good hiring result? Not always. Let’s explore this a bit further.


Firstly, how committed do you expect your new person to be if they are doing the exact same job as they have done before?

Some people gain job satisfaction by performing the same set of tasks consistently and doing it well, but most people are motivated by learning new skills and taking on challenges that they have not yet encountered. People who chose to leave their employer are often driven by a reduction in learning opportunities and a desire for self-development. I It is quite common that someone then joins a similar employer in the same role but they may well be looking for an expansion in scope, new responsibilities, or a promotion in the near future.

It is worth exploring the candidate’s career motivations during the interview and match that with the opportunities that are available in your organisation to determine how likely it will be for the candidate to remain engaged.

Secondly, what fresh perspectives are you expecting them to bring?

If one of your main reasons for hiring someone is for the person to bring known skills into your team, provide a perspective from their former employer, or have the person replicate what they have done with a competitor or similar business then that’s okay.

However, your business may be growing, changing or facing challenges and requires a fresh or more innovative approach. In this case, you may want to consider candidates who have worked in different roles, industries or environments.

Finally, are you hiring someone experienced to safely access skills and knowledge that you require?

Could this need be satisfied through hiring a candidate with the essential skills and providing training, coaching and stretch goals to develop them fully into the role? A more junior candidate with an ambitious desire for self-development may not only meet your current needs but become a highly valued member of your team for many years to come.


We recommend a balanced approach between experienced hiring, lateral hiring and “step-up” hiring that harnesses experience, attitude and learning agility.

To discuss any aspect of our recruitment advice please contact Brett Douglas, CEO on