Uploaded October 2016 | Updated September 2026, 2 weeks ago
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Transcript:
Hi there everybody, thanks for joining me today. One of the biggest mistakes that leaders make when they’re hiring and especially when they’re promoting is that they overvalue the success of the person in the current job. You’re not hiring that person to do what they’ve been doing, you’re hiring them into a new position. So you need to match what they’ve done in the past to what’s going to make them successful in the future. The example I draw all the time is that you can have a particularly successful salesperson, they can knock out their numbers every single month and every single quarter, but that does not mean that they are going to be a good sales manager. The traits that make them successful as a salesman, or salesperson, doesn’t necessarily make them successful in a leadership role. So you need to identify those leadership traits. The other example I rely on is from my past experience. I used to run inbound call centers for reservations. And I would routinely hire people that had restaurant experience, because they know how to deal with customers, they know how to put a smile on their face, and in their voice when dealing with tough situations. I even passed out my business card at a couple of convenience stores where the checkout clerk seemed really happy to be there and be at work. So you need to look for the traits. You’re hiring for a new position, not their old position. Sure you want to look at their track record of accomplishments in their past, but you also need to match the person with the new position. So think about that the next time that you’re hiring. Get clear on what it is that you’re hiring for, and whether that person matches those traits and skills. Thanks so much, have a good one everyone.
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► ► Subscribe to My Channel Here youtube.com/c/CameronMorrissey
-
Transcript:
Hi there everybody, thanks for joining me today. One of the biggest mistakes that leaders make when they’re hiring and especially when they’re promoting is that they overvalue the success of the person in the current job. You’re not hiring that person to do what they’ve been doing, you’re hiring them into a new position. So you need to match what they’ve done in the past to what’s going to make them successful in the future. The example I draw all the time is that you can have a particularly successful salesperson, they can knock out their numbers every single month and every single quarter, but that does not mean that they are going to be a good sales manager. The traits that make them successful as a salesman, or salesperson, doesn’t necessarily make them successful in a leadership role. So you need to identify those leadership traits. The other example I rely on is from my past experience. I used to run inbound call centers for reservations. And I would routinely hire people that had restaurant experience, because they know how to deal with customers, they know how to put a smile on their face, and in their voice when dealing with tough situations. I even passed out my business card at a couple of convenience stores where the checkout clerk seemed really happy to be there and be at work. So you need to look for the traits. You’re hiring for a new position, not their old position. Sure you want to look at their track record of accomplishments in their past, but you also need to match the person with the new position. So think about that the next time that you’re hiring. Get clear on what it is that you’re hiring for, and whether that person matches those traits and skills. Thanks so much, have a good one everyone.
