When we do hiring, we usually look whether the candidate will fit in well with the team, whether the candidate has good attitude and will listen and do as what the boss says. We ask questions to check the candidate’s analytical skills, communication skills and willingness to work beyond shift hours etc.
We don’t check, whether the candidate can bring in new thinking into the processes. Whether the candidate has the capability and courage to speak up for the right things? What different things and improvements has the candidate done in his previous organization apart from his normal work? What value he can add to the team than just fitting in with the team? Would the candidate disagree with the boss appropriately if required rather than just being a “yes-man”?
Most of the times, we want to hire a resource to fill the head count gap in the team than hire a potential leader who can bring in change and new thinking. We are happy to hire a resource, who will come to office, work hard and leave without creating trouble than having somebody who has rebellious ideas and working style, but definite to create value. If we come across a potential hire who will challenge the way we do business and differentiates himself from the regular lot – make him an offer.