As a recruiter you hold the keys to the kingdom and you’re not just filling jobs, you’re helping future proof the company. The decisions you make today will impact the entire trajectory of the company tomorrow.

In a fast-growing industry like security technology and integration, hiring decisions can’t be made solely based on current needs. Our talent needs to not only be technologically competent but also adaptable, resilient and have the “get it, want it, capacity to do it.”  Wanting the job filled right now is equivalent to buying a flip phone in 2025 — short term relief, long term regret.  So here is the wake-up call: If you’re not hiring for tomorrow, you’re already behind.

When we take the time to look beyond what the candidate has done and evaluate what their potential future looks like in the right growth environment, then we can start hiring for tomorrow.  Growth mindset, cultural alignment, adaptability and leadership potential are all top identifying markers we should seek in incoming employees. 

What Does it Mean to…

1. Have a Growth Mindset — Growth mindset isn’t just about willingness to learn.  We need to dig in with our questions, find out if they can take the initiative, admit to not knowing something, and are they able to come up with creative ways to tackle challenges? Can they ask what’s next versus what’s the easiest? Ask them questions like: “What steps do you take after receiving feedback to improve your performance?”  “How do you typically approach unfamiliar tasks or new environments?” or “If hired, what is something you hope to accomplish in your first 90 days?”
2. Be Culturally Aligned — Culture fit doesn’t mean just “fitting in.” It’s about thriving in the environment that has already been created. Candidates whose values align will just naturally contribute to the culture, making the workplace not only more productive but also a wonderful place to work. They have an instinct to elevate the team, not just exist within it.  
3. Have Leadership Potential — Do they show solid decision making? Can they not only be a team member but strive to be a team builder and most importantly are they a “doer?” Are they going above and beyond and helping? Are they thinking two steps ahead, or are they just clocking in?

If you can find a candidate that checks all those boxes and “yes’s” all those questions, congratulations, you’re not just hiring for today; you are helping to build your legacy for tomorrow — no flip phone required!

Actionable Ways to Hire for the Future

1. Culture Fit Assessments — Some things we can do to help make sure we hire the right people might include a pre-view culture-fit quiz where we can ask more in-depth questions about situations and how the candidate might go about finding a solution. This was a new concept to me when I joined Preferred Technologies, but I have to say the quality of hire and established culture is noticeable using this tool.
2. Peer Interviews — Involve current team members in early interviews. This not only lets your staff get involved it also lets the people most responsible for your culture lend a hand in building your future. This was also a new tool introduced to me at Preferred Technologies, and you can certainly note the difference in the culture when you include your staff in hiring decisions that directly affect their future.
3. In-Person Interviews — Meet your candidate in person. We come from a society where everything is now virtual, and authenticity can be masked — face to face and greeting hand to hand still matters.  It’s these little things that will set you apart from the competition and set you up for a successful tomorrow.  Real connection helps build real teams!

Hiring Smart: The ROI of Patience

Hiring for today will fill your seats and maybe the job will be done right; but I guarantee when you look at that attrition rate six months down the line, you’re going to notice that percentage is not where you want it to be. It is easy to hire a skill set. It is a lot harder (and more valuable) to hire a culture fit (a tomorrow employee). The difference — the one you hire to invest in tomorrow, the ones you teach, grow and give an actual shot to — those are the ones 19 years later stating how they started from nothing and grew into the leadership role they now hold where they continue to grow your business. Meanwhile, the ones you hired that put out that imaginary “right now” (today) fire — good luck remembering their names; they’ll be gone before you even finish printing their welcome packet. 

At the end of the day, remember that you’re not just filling a chair, you’re planting a seed for the future.  Hire candidates that will grow roots, not just the ones who know how to read the manual. Because when the dust settles, your real success won’t be measured by your time to fill; it will be measured by who is still standing, leading and building a future with you. But, if you’re not hiring for tomorrow, you’re going to be stuck in a cycle of turnover, rehire, and frustration. A candidate who fits today’s needs won’t necessarily grow with the company or take on future challenges. Focus on future employees who can evolve, grow and lead. They are the ones who will help you through the challenges of tomorrow. 

So, hire for tomorrow and secure your legacy!