I've hired 100s of people. And made costly errors at every step of the process. Here are 15 recruiting mistakes (and how you can avoid them):

1/ Hired Too Fast Solution: Don't hire First, do the work with your existing team. Worst case: you develop a deep understanding and will manage it better. Best case: automate, streamline, or maybe even stop it. You'll be shocked by how often hiring isn't the solution.

Remember, this new hire will: -> Be expensive in both dollars & distractions -> Add a small tax via new interactions -> Not add real value for 6 months Add that all up. That’s the value hurdle they need to clear for you to break even.

2/ Hired From Desperation Solution: Curate Community Today's network leads to tomorrow's hires. -> Build a pipeline w/ intention -> Run your hiring process w/ urgency -> Make your selection w/ patience Hint: Community >> Networking

3/ Hired for today Solution: Hire for Next Year Try to predict the team you’ll likely need in 12 months. Overlay: -> budget reality - >your current org -> forecasted demand -> efficiency improvement Strive for richness in your vision, not precision in numbers.

Stress the map: -> Look for gaps in abilities, experiences, & diversity. -> Probability weight attrition for each person. Need to adjust to unforeseen detours? You're still better prepared with the GPS coordinates plugged in.

4/ Deferred to Recruiters Solution: Own it like it’s your job. Because it is. Yes, recruiters can offer expertise and networks. But the best managers are always recruiting. Remember: the candidates will work for you, not them. Delegate hiring at your peril.

5/ Hired for an Unclear Role Solution: Create a high-resolution story -> Rank needs vs. wants -> Describe vividly, no jargon -> Name the archetypes that work -> Clearly define success for the role Tip: No unicorns. If this role doesn't exist in the world, iterate.

6/ Shot Too Low Solution: Name 5 people who are your dream candidates -> What would it take to get them? -> Too much? Look to their lieutenants and protégés. -> Worried you don't know? Ask recruiters for their top picks. Even if you're shooting too high: like attracts like.

7/ Outside Only Solution: Identify 3-5 internal bets -> Compare: effort to close any gaps vs. onboarding those dream candidates -> Test out the best fit internal candidate early in the search Tip: Don't criticize the known (employees) & romanticize the unknown (candidates).