Stop Hiring Dumb: The Courage to Hire Great Humans

Author

Ed Clementi
December 23, 2024

As the year draws to a close, leaders across industries are asking themselves a familiar question: “Who do we need to hire to move forward?” On the flip side, talented individuals are pondering: “Is this the time to make my move?”

This moment, when decisions about hiring and career changes intersect, presents a phenomenal opportunity. It’s a chance for leaders to think boldly and for job seekers to find their true fit. But all too often, these opportunities are wasted because we’re making the mistake of hiring dumb.

What Does “Hiring Dumb” Mean?

“Hiring dumb” doesn’t mean hiring unqualified people. It’s about making decisions for the wrong reasons:

  • Hiring based on resumes instead of character.

  • Prioritizing checkboxes over cultural fit.

  • Playing it safe rather than aiming for transformation.

As Peter Schutz, former CEO of Porsche, once said: "Hire character. Train skill." Yet, in the rush to fill roles, leaders often lean toward the candidate with every credential neatly checked. The irony is that the best hire may not tick all the boxes—and that’s where the real opportunity lies.

The Best Hires Look Different

The most impactful hires often bring something unique to the table that’s not always obvious on paper. They might:

  • Lack a particular certification but exude integrity and passion.

  • Be short on experience but offer fresh, transformative energy.

  • Challenge the status quo with a perspective that’s new and necessary.

Hiring greatly requires bravery. It demands that leaders:

  • Look beyond what’s written on a resume to see the person behind it.

  • Bet on someone whose values align with the organization’s mission.

  • Invest in potential, understanding that skills can be taught, but character cannot.

A Parable About Foundations

There’s a story about a carpenter who dreamed of building the perfect home. He spent months sourcing materials—expensive tiles, flawless wood, ornate fixtures. But as he began construction, nothing fit. The wood warped. The tiles cracked. The fixtures misaligned. He realized too late that he’d chosen materials that looked impressive but weren’t built to last.

The lesson is simple: What’s flashy isn’t always what’s durable. Whether you’re building a home, a team, or an organizational culture, success is rooted in alignment and foundation—not superficial appeal.

Advice for Job Seekers: Find Your People

For those considering a career move, the lesson is equally relevant. The right workplace will value you for who you are. Look for leaders who:

  • Care about your uniqueness.

  • Invest in your growth.

  • Value your integrity, passion, and potential above your list of accomplishments.

Remember, you’re not just filling a role; you’re finding your next community. Seek a place where you can genuinely thrive.

Advice for Leaders: Be Brave Enough to Hire Differently

For leaders, the challenge is clear. Before making your next hire, reflect on these questions:

  • Are you hiring resumes or relationships?

  • Are you looking for someone safe, or someone who could elevate your team?

  • Will this hire simply fill a role, or will they help shape a thriving culture?

Brave leadership isn’t about taking the safest route. It’s about betting on people—their values, potential, and ability to grow into greatness.

Think Long-Term, Not Short-Term

When it comes to hiring, bold decisions require a vision that extends far beyond today’s challenges. A great hire isn’t just about filling an immediate need—it’s about shaping the trajectory of your team and culture for years to come.

Here’s the shift in mindset:

  • Instead of seeking the “perfect candidate” on paper, look for someone who can grow with your organization.

  • Think about the lasting impact this person will have—not just on deliverables, but on relationships, morale, and innovation.

  • Ask yourself: Will this hire inspire trust, collaboration, and progress in the long run?

As Maya Angelou famously said:

❝

People will forget what you said, people will forget what you did, but people will never forget how you made them feel."

The relevance? Hiring isn’t just transactional; it’s deeply relational. The people you hire shape how others feel at work—whether that’s inspired and supported or demoralized and alienated. Choose someone whose presence will elevate the collective experience.

The takeaway: Hire for potential, values, and cultural alignment. Because long after the resume is filed away, the legacy of how they lead, connect, and contribute will define your team’s future.

A Final Thought

As the year comes to an end, there’s a unique opportunity for both leaders and job seekers. Leaders, dare to hire for the long-term—to build a team and culture that thrive. Job seekers, find the places and people who value your uniqueness and are willing to invest in your journey.

The intersection of hiring and opportunity is a powerful one. Make your decisions count. Think differently, act boldly, and set the stage for meaningful transformation.

Do You Want to Make 2025 the Year You Lead Boldly?

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