• Gain internal alignment on what success looks like on the team. Different stakeholders will have different views of what they want out of this individual. Gain agreement in advance of hiring.
  • Benchmark success. Identify current and past superstars in this role. How can we replicate what they did and HOW they worked?
  • Write an accurate job description. Translate the different expectations into a comprehensive job description that consists of behavioral expectations, experiences, knowledge, skills, abilities, and cognitive requirements.
  • Interview better. Ensure that interviews are tied to the success factors identified earlier in the process. Sometimes we connect with candidates well personally, even if they are not a good job fit. Consider pre-hire assessments for objective candidate screenings.
  • Ensure the candidate’s personal goals and aspirations are realistically aligned with this role and how it may evolve over the coming years. Someone may be perfectly capable of doing the job and have been successful in the past, but still not fit based on what they want to do next in their career.
  • Coach and lead well. Ongoing developmental coaching and feedback are critical to all employees’ success, even more so for new hires to course-correct early when necessary.
  • Carefully read the job description and only apply when you a) are confident you can do the job well and b) would actually enjoy doing that work.
  • Develop self-awareness about work preferences, leadership preferences, your own leadership style, learning style, and more. Several assessments help you form a better picture of who you are, how you work, and what motivates you.
  • Research the company vision, mission, and values to ensure they align with your own.
  • Research the company’s reviews on social media platforms and prepare (diplomatic) questions for the interview related to your findings.
  • Network to learn as much as you can about the company culture, your potential new boss, and why this position is vacant.
  • Remember that the interview is a two-way street. Ensure the role is the right next move for your career.
  • If you accept the role, work closely with your new manager to develop a 30–60–90-day plan for success.
  • Engage in mentoring, coaching, and feedback sessions. Be open to constructive feedback about your performance and fit within the team.



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Shawna Lake

Shawna Lake

Founder of Deep End Talent Strategies-keeping job seekers and employers connected to what the other side needs and wants in today’s job market.