Hiring Non Leaders

Only 11% of HR leaders are confident that they have the “bench strength” to fill leadership positions when they open up. That means, if my arithmetic is correct, that 89% of HR leaders are NOT confident that they have a strong group of up and coming leaders. 

Yet they continue to hire people with no leadership potential. Or at best they hire people not knowing if they have leadership potential. 

I think, and it’s just my thinking because I’ve not seen or done any research on this, but I think it’s because HR teams focus on the task at hand today. That task is filling open positions somewhere in the organization. Most of those positions are not considered leadership positions. So there is little or no consideration given to the interviewees leadership potential. 

If someone is hired who turns out to have leadership abilities then that’s great. They will be “discovered” in the course of doing their jobs and perhaps earmarked for further development. If they turn out to actually be able to lead then the organization will have gotten lucky. 

I wonder how many CEOs think it’s a good idea to “luck into” their future leaders? I’m betting not a single one. Yet when an organization hires someone without understanding their leadership potential they are leaving their future to chance. 

Sometimes Hiring Managers intentionally hire people without leadership potential. I remember a conversation with a Director of Marketing some years ago who was looking for a Marketing Communications Manager. He told me he was looking for someone who didn’t know anything about marketing or communications. He wanted someone who would do what they were told. He was tired of people suggesting new ideas or questioning his “orders.” 

Ya might say that person wasn’t exactly forward thinking. You can definitely say he wasn’t a leader.

As I write this post there are a record number of job openings in the United States. The competition for qualified candidates has never been greater. That has caused many organizations to lower their “standards” more than a little. 

I understand the need to fill open positions but that’s a mighty slippery slope. Despite the difficulty finding qualified new employees my recommendation for HR professionals hasn’t changed. I recommend organizations hire ONLY promotable people with leadership potential. 

When you can boldly and honestly tell candidates that you only hire promotable people with leadership potential it becomes a great recruiting statement. Word will get out and the quality of your candidates will go up. 

I’d ask every candidate about their previous leadership experience. An answer indicating they have never had an opportunity to lead would be a red flag. Everyone has opportunities to lead. I would ask for an example of when they chose to lead. I’d ask for an example of when they were forced by circumstances to lead. I’d ask about the outcomes from their leadership. What they learned, what the people who were influenced by their leadership learned. 

I’d ask those types of questions to every single candidate regardless of the position they were applying for. 

If they have no answers but are qualified for the job they are being interviewed for than the HR Professional has a decision to make. Do I hire this person who can help us today or do I hold off until and can find someone I know can help us today AND perhaps even more tomorrow. 

I do not envy HR Professionals and Hiring Managers who have to make that decision. But I encourage them to think about how long their organization can survive if the leadership potential of every new hire is unknown.

Don’t hope to luck into your future. Hire people with leadership potential. Help them develop into the leaders that will move your organization forward for years to come.