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HIRING T C A P M I R O F Building a Mighty Team
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An efficient, well-chosen team can deliver outsized results — if you get the hiring process right ---------------
Written by Jason Barrett
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n small organizations, every new hire can be a game-changer. With limited resources and headcount, it’s crucial to be deliberate about each addition to your team. Let’s not overlook the cost of getting it wrong. According to the Society for Human Resource Management (SHRM), the average cost of hiring a new employee in the US is around $4,700, covering expenses like advertising, recruitment events, software, onboarding, and more. For a small organization, that’s a significant investment. An efficient, well-chosen team can deliver outsized results — if you get the hiring process right. Here’s a guide to hiring with impact and building a small but mighty team:
Start with Core Values Core values are the guiding principles that define who your company is, how it operates, and what it stands for. In a small team, these values take on extra significance because they:
> Shape the company culture > Guide decision-making > Attract the right talent > Minimize misalignment risks > Set clear expectations Your core values should shine through at every stage of the hiring process, including:
> Job postings > Interviews > Candidate evaluation > Onboarding
Hire for Attitude, Train for Skill Skills can be taught, but attitude, enthusiasm, and resilience are much harder to instill. Prioritize candidates who show strong communication skills, a willingness to learn, and a proactive mindset. These individuals are more likely to become valuable contributors, adapt as the company grows, and stay motivated. How to assess attitude during the hiring process:
> Ask for examples of how they’ve handled challenges, setbacks, or learning something new
> Listen for curiosity and thoughtful questions about the role, company, or challenges you’re facing
> Observe their communication style —
are they open, respectful, and collaborative?
> Use situational or behavioral questions that test for adaptability and initiative
Once you’ve hired for attitude, invest in training to help new hires understand your business and expectations. This combination — hiring for attitude and training for skill — will create a strong, agile team capable of delivering consistent value.
Build a Robust Onboarding Process Don’t rush through onboarding. This is your chance to set the tone and make new hires feel valued and informed. It’s imperative to design an onboarding process that immerses new hires in your culture (including your core values), clarifies expectations, and sets them up for success from day one.
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