How to hire candidates for fit and outcomes

“For Hire” sign in red and white text
Photo by Clem Onojeghuo on Unsplash

Candidate Fit

  1. Cultural Fit: If the candidate has the values and personality to succeed at the organization.
  2. Technical Fit: If the candidate has the skills and experience to succeed at the role.

Hiring Outcome

  1. True Positive: You hired a good candidate.
  2. True Negative: You rejected a bad candidate.
  3. False Positive: You hired a bad candidate.
  4. False Negative: You rejected a good candidate.
  1. Move good candidates forward the pipeline as quickly as possible.
  2. Remove bad candidates from the pipeline as early as possible.
  • There needs to be urgency to make good candidates offers before they’re snatched up or given competing offers by other companies. (Maximize your leverage.)
  • If a bad candidate moves down the pipeline, then you’re wasting your employees’ time interviewing someone who will not work out. (Minimize your cost.)




Love podcasts or audiobooks? Learn on the go with our new app.

Recommended from Medium

How To Communicate Confidence Even When You Don’t Feel It

Lucid Leadership by Rowan B. Colver

How to be a Business Partner in 10 steps!

5 Things I Wish Someone Told Me Before I Became a CEO: With Tina Lux-Boim, President and CEO of…

Welcome Employees Back to “The New Normal” with the S.E.A. Strategy

Charts, Lies and Data Streams (1/4)

How a lack of trust is ruining your leadership

“Are you dying today?”

So, what has One Team Gov and the Directors’ Network actually achieved?

Get the Medium app

A button that says 'Download on the App Store', and if clicked it will lead you to the iOS App store
A button that says 'Get it on, Google Play', and if clicked it will lead you to the Google Play store


More from Medium

Key behaviours for a strong talent acquisition team

The importance of sourcing in recruitment

Are You Compatible With Your Employees?

Employees walking around a landscape in the discovery process

PRODUCTHEAD: Tricksy interviews