Education and Personal DevelopmentSocietal Impact

The quality of the people in your team is a result of who you hire

By 21/03/2016 August 21st, 2019 4 Comments
Quality of your team is a result of who you hire

If you hire good people you’ll typically get a good team.

A good team can ride out tough times, change and adapt with your business, and improve your department each and every week. A good team will likely, but not always, succeed even in a broken system or set of processes.

“Good people” is subjective but you’ll need to get clear about the type of person you want and need to hire. Here’s a quick tip to get clear on what “good” is to you : observe your highest performing people in your team, and study their behaviours.

  • What do they do?
  • What do they say?
  • How do they interact?
  • What results do they get?
  • What skills do they have?

Quality of your team is a result of who you hireYou now have some basics on which to search for “good”. It will likely be different from what I, and others, think “good” is. All environments require something different.

Of course you may inherit a team. That team may have people you wouldn’t hire – this is where coaching, mentoring and feedback plays a large part. More on this in future posts.

If you don’t hire good people then you’ll likely struggle to create a team that can change, improve and adapt. And with that your chances of remaining competitive will dwindle. I meet many managers who’ve built teams like this. They complain and moan about their team and are often unable to deliver on changing demands – yet they hired most of them.

As a manager you should take responsibility of your hiring. You are responsible for hiring the best people you can, giving them meaningful work and cultivating them.

You also have to manage the people in your team – you should consider this when hiring. Be cautious hiring someone who may “bring down the team”. I meet managers who have hired very talented people who cause carnage and disrupt the wider team. They complain about them – but they hired them.

And don’t forget – you are always hiring

You are always recruiting at industry events, networking events, conferences, parties, meetings, chance encounters…(the list goes on).

You never know where your next hire will come from.

In order to get the best people you need to stack the conditions in your favour. You need to cultivate some luck in your hiring career. One of the best ways I’ve found to do this, is to attend industry gatherings and always be hiring. Network, mingle, connect and seek people you want to hire.

And remember that the quality of the people in your team is down to the people who are hired. If you’re a hiring manager then that’s within your direct control.




  • Thomas Noë says:

    Hi Rob,

    I fully agree with this. Currently I have a team of 10 QA engineers. I hired 9 out of 10 and the atmosphere in the team is great. I tried to hire the people who could actually contribute to the team instead of breaking it down. I didn’t hire egocentric people but people who are actually very open minded and who know what they can and cannot do.

    The first interview is done by some team members. This helps me in finding the people that fit in the team mentality.



    • RobLambert says:

      Thanks for commenting Thomas. Sounds like you’re doing a great job at hiring your team and helping to add to your culture.

  • Dave McNulla says:

    Good article. I have hired some good people. When they are good, I find myself having them work towards the strengths I saw in them.

    But not everybody was good. In those cases, I find that I overlooked a weakness – either didn’t recognize it was there, or gave them too much benefit of the doubt. I felt that I shared the blame.

    • RobLambert says:

      Thanks for commenting Dave. I can imagine that it’s really hard when hiring friends as there will always be some bias playing heavily – that benefit of the doubt you mention. I hope it all worked out ok in the end for you Dave.

      Thanks again