Perfection is an ideal. It is the goal that we aspire to attain. However, it is not truly attainable – it is only a construct – like infinity. We must be clear in defining what this ideal should be and how it should express the habits, attitudes, and behaviors that we desire in alignment to the company culture.
Defining the ‘perfect’ employee candidate, just like building a target customer persona, is a great way to see how multiple candidates stack up against each other and against the fit of the company culture. But we should not sacrifice the ‘really good’ or ‘excellent’ in the pursuit of the ‘perfect.’
Try to understand what success looks like in your company. Look beyond just financial performance to define success. How people interact, how they lead and how they influence others are key attributes to a successful employee. Who are some of the leaders you admire – in business and in life – and why? Who do you NOT admire – and why? These folks can be a barometer to measure the candidates you review.
The people you place in (or remove from) your organization are true measures of your ability to do what is best for your organization – your leadership.
Hiring and firing are among the most stressful aspects of leadership within an organization. But the personalities, minds, and collective energies become the power of your organization and fuel the success (or failure) of the business. Keep focused on the ideal and strive for the perfect, but use your wisdom to know when the good and great can be even better.