Some time ago, I wrote,

"When it comes to filling roles at your company, rather than dwelling on who is right and who is wrong,  business leaders should dwell on 2 things:

1. Character Differences…particularly, the interplay between individual’s egos
2. Individual’s Talents…particularly, the extent individual’s talents deliver value to the business"  [for more thoughts in that area, see Getting The Right People on Your Bus]

A little later, I wrote,

"In a 2011 Canadian Corporate Culture study, 85% of respondents indicated that cultural fit is more important than necessary skills when hiring. 

When you are hiring a person to join your business you must work to understand whether or not they will 'fit in' your business Culture.

That means at least 3 things:

1. You must understand your business Culture and the details of its embedded Values and your rules [our Master Rules],
2. You must understand the employee-candidate's personal Values, and 
3. You must determine whether or not the employee-candidate is compatible with our business Culture."    [for more thoughts in that area, see Having Values, Delivering Value, & Recruiting Great People]

Why did I write those points?

I wrote them because I have witnessed many people recruiting at the 50% level. I mean, when they are recruiting they do half the work they need to do:

• they cover the tangible-technical aspects of the role, making sure credentials are in place, spending time figuring out the candidate's ability to perform the key of the role, etc. and Tasks
• they fail to cover the intangible aspects of the role such as culture fit, values fit, etc.

1. Uncertainty is always the scenario: none of us can foresee the future. The best we can do is make predictions and make adjustments as less-desirable-than-forecast situations arise. 
2. Waiting for perfection is a luxury few can afford. Working for perfection is a strategy for disappointment. 
3. Have a thorough hiring process…but do not aim for perfection. Communicate openly…about tangible/technical facts and the intangible aspects of your business culture/environment. Involve many people…so your company and the candidate have the ability to observe one another…over a period of time. Be thorough. And take action.

Thought Tweet #699 None of us can predict the future: the best we can do is predict...do our best...then deal with actual situations.

The Thinking Behind The Tweet

About Planning: Why plan? Who should plan? etc. 

Predict! When the word 'plan' [as in 'strategic plan'] annoys people, don't argue it or fight it. Choose to use the word 'predict'.

Related articles… Freedom 

The @GKWCC #P2P series of thought tweets contains ideas, quotes, & suggestions provided by local business leaders at "CEO Peer-to-Peer" group meetings, sponsored by the Greater Kitchener Waterloo Chamber of Commerce.

The goals of the thought tweets: to help local business leaders and to promote the sharing of business thoughts.

The thoughts expressed are not opinions of the Greater Kitchener Waterloo Chamber of Commerce...they are opinions of local business leaders who are Chamber members and participate in the Chamber's CEO P2P program.