In my organization, over the years, I have leant that successful recruitment is a key indicator of future success. Failure to recruit the ‘right’ candidate can not only be a drain on managerial capacity (fixing the problem which you implemented) but can be a huge impact the performance of the exiting team. Possibly destroying a positive team culture.
During the ‘Rebel Talent’ session, there was a quick mention on ‘hiring / screening candidates for curiosity over traditional measures’. I found this point really thought-provoking but would be interested in how one would practically apply this? I would be keen to find out if the group has any experience on this point and how they have added ‘hiring for curiosity’ into their recruitment process?