In the wake of The Great Resignation, there is no shortage of talented employees to fill all roles across organizations in every industry. However, the movement has left executives completely rethinking the hiring process and reconsidering what is most important when looking to onboard new talent. Often we quickly consider the candidate with the long resume, years of notable experience and a successful career, casting the young and eager candidates to the side. But what if we reversed this notion and gave the less experienced individuals with in-the-weeds knowledge and a drive to dominate a chance?

Hiring the right person takes time and effort, but the consequences of hiring the wrong person can be far more debilitating for a team, the business and the candidate themselves. Along the way, I've learned you must be crystal clear with yourself, your team and company leadership on what exactly you are looking for in open roles. You must also know what you need from the individuals you hire to take these positions on—such as hiring someone who can do it better than you, especially at the functional manager or leader level.