Hiring for Growth

“The right hire solves problems before they become barriers.”

When you are hiring, it is easy to start with the obvious question around who can do the job as it was known.

While it is important it can also be a costly decision. If your organization is trying to grow, knowing how to do the job may not be enough.

I worked with a community pharmacy that needed a new pharmacy licensee. On paper, the need seemed straightforward. Find a qualified pharmacist who could oversee the pharmacy. But as we talked about the challenges they had experienced, it became clear that technical ability was only part of what the role required.

This person would also need to help run the business. They needed to build relationships in the community, identify opportunities, lead employees, and help the pharmacy grow.

In other words, they needed someone with an entrepreneurial mindset who also happened to have the required pharmacy credentials.

That distinction matters in any organization. Before you begin interviewing, consider what success in the role actually requires. If growth is part of the expectation, look beyond whether someone can complete the technical responsibilities. Identify the leadership skills, initiative, and entrepreneurial thinking necessary to move the organization forward.

That does not mean every position requires someone focused on generating revenue. Entrepreneurial thinking can show up in many ways. An employee might improve a process, take ownership of a customer problem, recognize an opportunity, or find a better way to deliver results.

Every person in an organization takes the lead on something.

When you hire people who are motivated to take ownership of their responsibilities, you create more than a capable workforce. You build a team that continues looking for ways to improve.

Hiring for growth starts with understanding the job you actually need someone to do, not simply the position you need to fill.