If there’s one lesson I’ve learned in my years of managing teams, it’s that choosing the right person for the job is everything. I’m talking about real talent—not just someone who looks good on paper or seems like an easy fit. Hiring is one of the most impactful things you do as a leader, and every choice either lifts your team or drags it down. The shift from simply filling a position to deliberately selecting talent has been a game-changer for me, and I’m here to share why it matters and how you can make it happen.
Filling Positions vs. Selecting Talent
Too often, we find ourselves under pressure to fill a vacancy as quickly as possible. Maybe someone just left, and the workload is piling up. Or maybe you’re trying to meet a quota. I get it. I’ve been there. The temptation to hire quickly can be strong, but here’s the hard truth: a quick hire is rarely the best hire. When you focus solely on filling a position, you end up with people who might be able to get the job done but lack the passion, the drive, or the grit to elevate your team.
When you focus on selecting talent, though, you’re choosing someone who isn’t just capable but is excited to contribute, innovate, and grow. The difference is night and day. Those are the people who challenge the status quo, who want to take ownership, and who will go above and beyond because they believe in the mission. And trust me, having even one of those people on your team can make all the difference.
A Shift in Mindset
So how do we make the shift from filling seats to selecting talent? First, it’s about taking a step back and defining what you actually need—not just in skills but in attitude, ambition, and alignment with your team’s values. I remember a time when I rushed to fill a role because I felt the pressure of an unstaffed position. I thought I had to act fast to avoid disruption, but that hire ended up being more disruptive than the vacancy ever was. It taught me that waiting for the right person is worth every bit of effort and patience.
When I decided to take a “talent first” approach, the change was immediate. I stopped focusing on whether someone simply fit the job description and started looking at what unique qualities they could bring to the table. Now, each interview isn’t just a list of qualifications and experience; it’s a real conversation about values, ambitions, and fit.
Three Steps to Start Selecting Talent
1. Define the Ideal Candidate Beyond the Job Description
Most job descriptions focus on skills and experience. But what about character? What about values? What about those intangible qualities that make someone a natural fit for your team’s culture? Think about the qualities that your top performers have in common, and make sure they’re on your radar.
In my case, I realized I wanted people who could bring fresh ideas and weren’t afraid to question the process. So, when I interview, I ask open-ended questions that reveal whether they’re a problem-solver or if they’re willing to challenge the status quo. This way, I get a sense of whether they’ll elevate the team or just follow the routine.
2. Prioritize Long-Term Fit Over Immediate Availability
Yes, it’s frustrating to have an open position. But filling that role with someone who’s only half-invested is a short-term fix with long-term consequences. Instead, I now consider each candidate’s potential beyond their ability to hit the ground running. I look at whether they’re likely to grow with us, to stay engaged, and to push the team forward over time.
I once held out for months to fill a key position, even though my workload doubled and the pressure was on. But the person I ultimately hired turned out to be an absolute game-changer—a strategic thinker who brought fresh insights and helped streamline our processes. Looking back, that wait was absolutely worth it.
3. Build a Continuous Talent Pipeline
If you’re only looking for candidates when a position opens up, you’re already behind. Recruiting should be a continuous process, and building a network of potential hires makes selecting talent so much easier. This doesn’t mean interviewing non-stop, but it does mean keeping an eye on people who impress you, connecting with others in your field, and keeping conversations open with potential candidates.
In fact, I make it a point to stay connected with professionals who might be a good fit in the future. It’s like creating a “bench” of talent. When a position does open up, I’m not starting from scratch; I already have a list of qualified, enthusiastic people I’d be thrilled to bring on board.
Why Selecting Talent Transforms Teams
Here’s the bottom line: the people you hire shape your team’s success. They define your culture, drive innovation, and make or break your team’s goals. When you choose talent over “good enough,” you’re setting the stage for long-term success. You’re creating a culture where people are motivated, challenged, and excited to come to work each day.
Let’s be honest—there’s always going to be pressure to fill a role quickly. But the next time you’re hiring, remind yourself of the impact that the right person can have. Remember that filling a position might relieve a short-term burden, but selecting talent is a long-term investment in your team’s future.
