Most recruitment processes do not fail at the selection stage. They fail before they begin.
A process starts without anyone being clear on what they are actually looking for. People hope the right candidate will define the role for them. They look for a CV that fits — without knowing what it should fit against.
It is a costly mistake. And it is avoidable.
Three questions that reveal whether you are ready
- What should this person have achieved in 12 months?
Not what they should do. Not what qualifications they should have. What they should have delivered.
It is a sharp question — deliberately so. If you cannot answer it precisely, it is a sign that the role is not sufficiently defined. And if the role is not defined, you cannot recruit the right person for it.
Start with the outcome. Work backward to the requirements. - What must they absolutely not be — in this specific team?
This question is rarely asked. Which is a shame, because the answer is often more revealing than the list of desired competencies.
Varje team har en dynamik. Varje chef har ett sätt att leda. Varje kultur har sina spelregler. En person som är utmärkt i ett sammanhang kan vara helt fel i ett annat.
Do you know what has not worked in your team before? What has created friction? What type of person has become a liability rather than an asset? That is valuable information — and it belongs in the brief. - What are you prepared to compromise on — and what not?
There is always a trade-off. Experience versus potential. Specialist versus generalist. Leadership competency versus technical expertise.
If you have not thought it through before the process starts, you will end up making decisions under time pressure. And decisions under time pressure are rarely the best ones.
Decide in advance what is non-negotiable — and what is flexible. Then hold to it.
What if you cannot answer?
Wait.
That is not a popular piece of advice. The need feels urgent, the seat is empty, and the team needs reinforcement.
But a recruitment process that starts without clear direction costs more than waiting a week or two to do it properly.
Take these three questions seriously. Involve the relevant managers in the answers. Then begin — with a process that will actually find the right person.
If you have thoughts, questions, or simply want to talk something through — feel free to get in touch. I am happy to have an initial conversation with no agenda.
Magdalena Hagström Ståhl
By M Consulting AB
Right person. Right place. Everything changes.