- Control your pipeline. Do your own recruiting, and stop relying on headhunters.
- Have your A players conduct the interviews. B and C players can’t always identify the highest potential people (and if they do, they can feel threatened). Average performers tend to look for congeniality and the ability of a candidate to fit in; they don’t always look for someone who seems likely to raise the bar.
- Involve as many line managers in the interviews as possible. This is especially true when hiring for highly technical jobs: HR might not be able to judge whether people have the very specific skills required.
Adapted from “How to Hire More Top Performers” by Michael C. Mankins.