Hiring for the Future Starts With Rethinking the Role
Hiring for the future is smarter than hiring for the past. On the Talk the Walk podcast, renowned consultant Alan Weiss emphasized that when a key employee leaves, organizations shouldn't rush to fill the same role. 'Don't hire for yesterday's job—hire for tomorrow's needs,' Weiss advised, highlighting a forward-thinking approach to talent acquisition and effective hiring strategies.
Unfortunately, most hiring managers take a backward-thinking approach and charge ahead with little thought. This knee-jerk reaction happens when the pressure to act quickly overshadows the need to think strategically.
The Shock of the Empty Seat
You walk into the office and the news hits: your key player has just resigned. Maybe it was expected, maybe it wasn't—but either way, there's a sudden, undeniable void. You immediately go into stealth mode: post the job, scan the resumes, fill the seat. Fast! After all, the team is already overworked, projects are piling up, and it feels like the business can't afford to wait. Too often, little thought is given as to whether the replacement hire is truly equipped to meet the needs of the company's future.
But here's the hard truth: rushing to replace someone with a carbon copy isn't just a missed opportunity—it's a step backward. In a world where yesterday's solutions rarely solve tomorrow's problems, the empty seat isn't just a gap to fill. It's a chance to rethink what your team truly needs next.
Why We Default to Backfilling
The quickest way to get approval for filling an empty position is to fill the job with the same type of person you lost. You're probably thinking, 'Why rock the boat?' You're comfortable with the status quo. Let's just get this darn job filled!
However, there are risks associated with hiring for yesterday's job description. Your team's goals may have changed considerably since you last filled this position, leaving you in the vulnerable position of struggling to hit new targets. You may also wind up spending way more money on a new hire than is necessary.
Then there's the cost of missed opportunities when you simply 'replace.' If you don't default to backfilling, you have an opportunity to replace your recent loss with someone who is an expert in the direction that your company is moving in.
The Power of Pausing
After you've had the opportunity to get over the shock of losing a key player, you may find yourself relieved that you're now able to hire someone who will bring a fresh perspective to the organization. Taking a step back, before rehiring, will allow you to think strategically about your next move.
Here are some key questions to ask:
How to Hire for Tomorrow, Not Yesterday
Hiring for tomorrow means tossing out the checklist of technical skills and past experience. Instead, it's about focusing on adaptability and a growth mindset. You want people on your team who see challenges as opportunities and thrive in an environment of change. Innovators and out-of-the-box thinkers are the way to go here.
Involve your team and gather input from stakeholders, with the goal of aligning the new role with strategic priorities. Update job descriptions to reflect these changes. Focus on core competencies like problem-solving, adaptability, resilience, and curiosity. By doing so, you're no longer filling an empty seat—you're building a flexible team that's highly adaptable.
The empty seat is an opportunity, not a setback or a burden. Don't look back. You're not going that way—charge forward!
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