You're Hiring for the Wrong Things

What do a retail tech company, a Youtuber, a LMM PE company, a searcher, a pressure washing franchisee, a senior care operator, a home service company CEO, a VC backed tech company, and an environmental services company all have in common?

They all joined Sagan Passport in the last 7 days.

Every day, I see folks try to hire people like this:

• MUST know Notion

• Zapier is CRITICAL

• SUPER organized, worked with US company before

• Experience working as an (XYZ) for multiple years, at the same company

• Perfect English

As business owners, it's easy to fall into the trap of seeking out the most “polished” candidates when hiring.

We want someone who can “hit the ground running”, who has experience with all the right tools and systems, and who presents themselves flawlessly.

But in our pursuit of the “perfect hire”, we may be overlooking a vast pool of untapped potential.

When Binsi and I were discussing hiring recently, we realized that many highly capable candidates are being rejected simply because they “lack polish.”

Don’t ask me what “polish” is - but you get the idea.

Maybe they don’t know a specific software like Notion or Zapier.

Maybe their microphone audio is bad.

Maybe they’ve had a couple different gigs in a few different companies.

Whatever.

But beneath the surface, these individuals often possess the raw ingredients for success (in my experience):

1) Intelligence

2) Energy

3) Coachability

Rather than dismissing these candidates, I want to pitch you on investing in their development.

With just a few weeks of training and nurturing (…like NO time - in the grand scheme of things), these folks can blossom into exceptional team members.

Do you know how EASY it is to teach someone Notion (if they are smart, energetic, and coachable)?

Do you know FAST it is to have someone fix their Zoom presence (If they are smart, energetic, and coachable)?

“Hey Beth - can you spend a few hours a day playing with Notion - there are a lot of Youtube videos. I’d like you to lead the buildout for our company”

… that’s it…

What we can't teach, however, is the soft stuff.

In my own experience, I've found that hiring based on “attitude alone” yields remarkable results.

(With obvious exceptions like technical roles)

I rarely care about accents or previous experience; if someone has the above three characteristics, I know I can mold them into a valuable asset.

It's far easier to teach a few pieces of software… than it is to teach a sense of curiosity, loyalty, and hunger for growth.

Of course, this approach requires a willingness to invest time and resources into your team.

So, the next time you're reviewing resumes or conducting interviews, look beyond the polish.

Give them the chance to learn and grow within your organization.

Nurture their potential… and watch as they transform into the kind of team members who will drive your company's success for years to come.

Watch Binsi and I’s full conversation about this topic:

Yallah Habibi,

Jon

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