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When I think back on the best hires I’ve ever made, there’s a clear pattern of people who defy the stereotypes of their jobs, e.g.
- high EQ engineers
- thoughtful sales people
- assertive support reps
- courageous HR
- imaginative finance
I can think of 2 reasons why… 
If most people in a professions think and solve problems in a certain way, being different is an advantage. You need the base skills of course (e.g. being detail-oriented in finance), but whereas many people stop there, your differences allow you to constantly see new opptys.
The “Warren Harding Error” – the case of the man who “looked like a president” but turned out to be one of the worst. (https://curriculumsolutions.net/2019/05/14/the-warren-harding-error-implicit-bias-part-2/ …)
Many a sales teams have been assembled based on how well candidates fit the “sales guy” stereotype, not on actual skills & aptitude.
Relying on stereotypes/shallow signals is lazy hiring. And lazy hiring is might be biggest self-imposed limitation to a company’s success.
That's why diversity is so important – not as a charity effort, but as a far more intentional approach to hiring.
#StartupHiringTips
What is the stereotype for product designers?
good question! what do you think?
Love this, have been trying to build better language to express the dynamic. Becoming competent in your field gets you a seat at the table, but it's the skills beyond that make people great.
What is high EQ?
Bumping this
Over time, as I’ve interviewed people, I find myself asking “in what ways can this person contribute to the team/company?” Which may neatly fit into the hiring criteria, but often doesn’t.
I think that’s a more holistic way of thinking of people, and respects that people bring a wide variety of talents and capabilities. But it makes it really hard to have consistency and we’ll-defined criteria for hiring.
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