by Melissa Bissing on February 12, 2018
2 min read
The candidate with the best technical skills and experience may not always be the best person to hire, especially in highly collaborative roles.
When is “best” not always most desirable? When it comes to hiring. The evidence is mounting that the candidate with the best technical skills and experience may not always be the best person to hire, especially in highly collaborative roles.
The work of University of Michigan’s Professor Scott Page indicates that hiring the “best” people can lead to the least creative results, often because everyone on the team is so alike. In other words, to create a winning team, you need to aim for a diverse team.
Many studies have pointed out that diversity leads to better organizational performance. As far back as 2015, McKinsey’s Diversity Matters report found companies in the top 25% for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians. In 2017, Boston Consulting Group found that companies with more diverse leadership teams had a higher percentage of revenue related to innovation.
Recently, LinkedIn’s Global Recruiting Trends 2018 identified diversity as the most influential of trends shaping the future of recruiting and hiring. More than three out of four (78%) recruiters and hiring managers responding to the survey indicated their organization prioritizes diversity to improve culture; 62% said they’re pursuing a diverse workforce to improve company performance.
What’s interesting to note are their challenges to improving diversity:
So, if the best candidate isn’t always the best hire, how do you ensure you’re bringing in the talent your organization needs? Here are four strategies to consider.