When it comes to building a winning team, each new hire is an opportunity to make the team better, stronger, and sharper. The goal isn’t just to fill a position; it’s to find someone who can elevate your whole group’s game. The difference between merely filling a role and hiring to raise the bar is huge, and it’s something I learned through trial and error. The right hire should add something that pushes everyone a little higher.
Why Raising the Bar Matters
When you hire people who bring more to the table than the current team standard, it creates an environment where improvement becomes part of the culture. Imagine bringing in someone who not only does the job well but also raises the expectations for what’s possible. Suddenly, team members start to think bigger, aim higher, and feel more motivated.
I learned this when I hired a talented team member who consistently went above and beyond. This person’s work ethic, creativity, and enthusiasm raised the expectations for the rest of the team. And here’s what’s important: everyone felt motivated, not threatened. By hiring someone who raised the bar, I saw firsthand how the right person can create a ripple effect that impacts the entire team’s performance and morale.
Set Clear Goals for Your New Hire
One of the first steps to hiring people who can elevate the team is to define exactly what you want them to bring. This goes beyond standard job descriptions and instead focuses on specific ways they can enhance the team’s performance. Consider the skills, qualities, and values that would add the most value to your team right now.
For example, let’s say your team excels in technical skills but needs more creative problem-solving. You’d want to prioritize candidates who can bring that creative spark. Or, if the team needs to improve its client relationship skills, focus on someone with a strong track record in building customer trust.
This isn’t about filling a checklist—it’s about setting expectations that a new hire should bring something fresh and valuable to the table.
Look for Candidates with a Growth Mindset
A growth mindset can be a game-changer when you’re hiring to raise the bar. Candidates with a growth mindset believe they can develop their abilities through hard work, learning, and persistence. They’re less likely to rest on their laurels and more likely to keep challenging themselves and those around them.
I once hired a candidate who was open about their areas for growth and seemed genuinely excited to keep improving. This person quickly became a key asset because they actively sought out feedback, took on challenging projects, and encouraged others to step outside their comfort zones. Look for candidates who demonstrate that kind of mindset—who talk about past learning experiences, are hungry for new challenges, and show a passion for continuous improvement.
Interview Tip: Ask Growth-Oriented Questions
To find people with a growth mindset, ask questions like:
- “Tell me about a time you took on a new skill or role and what you learned from it.”
- “What’s the most challenging feedback you’ve received, and how did you respond?”
- “How do you stay motivated when faced with setbacks?”
These questions reveal how a candidate views personal and professional growth, giving you insights into whether they’ll be a bar-raiser for your team.
Prioritize Cultural Contribution Over Cultural Fit
While hiring someone who “fits” with your team is important, it can sometimes lead to hiring people who are too similar to the existing group. To raise the bar, you should aim for cultural contribution rather than mere cultural fit. In other words, look for candidates who will not only work well with the team but who will bring a new perspective, skill set, or way of thinking.
For example, if your team is highly analytical, hiring someone who approaches problems creatively or brings a people-oriented focus could balance and expand the team’s capabilities. Or if you’ve got a team that’s deeply focused on product development, adding someone with a client-focused approach can improve communication and user understanding.
Don’t Settle for “Good Enough”
In high-pressure situations, it’s tempting to hire someone who meets the minimum requirements and move on. But settling for “good enough” is one of the biggest obstacles to raising the bar. Hiring someone who merely checks the boxes doesn’t push the team forward—it keeps things at the status quo.
I once made this mistake by hiring someone just to fill a role quickly, thinking we’d “figure out the fit later.” It didn’t take long for me to see the impact: not only did the new hire struggle to keep up, but the rest of the team felt less motivated because they saw that our hiring standards had dipped. I learned the hard way that when you settle, it doesn’t just affect that one role—it can lower the bar for the entire team.
How to Avoid Settling
If you’re ever tempted to hire someone who’s “almost there,” remind yourself of the long-term goal: to create a team that continuously raises the standard. Consider extending the search or revisiting candidates from previous rounds. It’s better to wait for the right person than to lower the team’s overall potential by hiring someone who isn’t ready to push boundaries.
Make Room for High Performers to Shine
When you hire someone who raises the bar, give them the support they need to thrive. It’s not enough to simply bring them on board; you need to make sure they have the resources, encouragement, and autonomy to make an impact.
For example, when I brought a particularly skilled hire onto my team, I made a point of discussing how we could remove obstacles that might limit their effectiveness. We provided them with mentorship, gave them a challenging project, and empowered them to make decisions within their role. As a result, they felt valued and immediately started contributing, and it sent a message to the entire team that we wanted everyone to succeed at a higher level.
Raise the Bar, Elevate the Team
Hiring to raise the bar isn’t just about finding skilled people; it’s about building a team where each new member brings something that lifts the entire group. The right hires will push your team’s thinking, expand its capabilities, and inspire higher standards. And while it might take longer to find these individuals, the impact they bring makes every extra day of the search worthwhile.
Remember, each hire is an opportunity to create a ripple effect—one that can elevate your team’s performance, culture, and success. So, don’t just fill the role; use every hire to build the team you truly want.
