What is Wrong with Just Wanting to Hire the “Best” Candidate?

At the outset of consulting engagements intended to take better advantage of diverse talent, I sometimes hear senior leaders state that their company “just wants to hire the best candidate.” On interrogating that comment, I have found that “best” is often conflated with characteristics of the senior leadership team. For example, most team members may be graduates of Ivy League universities and prefer candidates with similar backgrounds. But it is doubtful that an Ivy League background in and of itself predicts superior performance.

Have you deconstructed what comprises the “best” candidates for various positions in your organization? Have you experienced any “aha” moments or surprises in identifying skill or value-based characteristics of the best talent? At least some companies are quite thoughtful about the recruiting process, as per these techniques outlined by Fast Company.

http://www.fastcompany.com/3034524/the-future-of-work/instead-of-butting-heads-how-hiring-managers-and-recruiters-can-work-toge

Do you use these forward-thinking tips in your recruiting?