Everything I’ve learnt about recruitment over the last 20 years

Things nobody tells you about hiring - and being hired.

Our business is growing, and so is our team, which excites me and stresses me out in equal measure.

Over the past eight years of running my agency, Known, I’ve hired dozens of times and fired once (which, I guess, isn’t bad odds).

What I’ve learnt is that hiring - and being hired - is more layered than it looks. Often, what you think matters in the process doesn’t always line up with what matters in the actual job.

From crying in the first few weeks (which isn’t always the disaster it feels like), to learning not to take it personally when people leave, here’s what I’ve picked up about recruitment over two decades of being hired, and hiring.

The hiring fantasy vs. reality

You employ someone who you think will be a dreamy fit, but often it takes time to get used to them, their quirks and their working style - or them with yours.

I cried for weeks in every new job I started. Usually because I’d left a role where I felt confident and capable or bordering on bored - and jumped into something completely outside my comfort zone - which then made me feel like I knew nothing. Surely, this is how it always goes for everyone climbing the career ladder?

Then, what felt like out of nowhere - but usually around week three - I’d remember that my past experience is transferable. Things would start to fall into place. But the emotional process was always unsettling, no matter how many times I went through it.

Onboarding is everything

This is potentially an obvious point but hear me out. A structured onboarding helps both the employer and the new hire. Clarity about what actually needs to be accomplished is key - not just for productivity, but for confidence.

You’d be surprised how many “busy” companies drop the ball here. I hear stories all the time from friends and colleagues excited about a new role, only to be disappointed at the first hurdle because of poor onboarding. It sets a bad tone for everything that follows.

Because really, you’re not just filling a role - you’re starting a new relationship.

Culture fit takes time

You can’t always tell from an interview whether someone’s a great fit - for you or for them.

I often think that my first impressions about someone are wrong, so I prefer to reserve judgement until I’ve had more time to get to know someone.

Often, it’s not about capabilities - it’s about attitude. Skills can be taught. Character is harder to change.

Each hire shapes the mood and pace of the team. One person can shift the whole dynamic, which is why getting it right matters so much.

Also, people work because they need to live. That’s worth remembering. Hiring someone is a big deal for them too. Nobody wants the relationship to fail - starting a new job is vulnerable, and the stakes are high for both sides.

When people leave, it’s not personal

I mean it might be personal. But it’s also entirely possible to be sad someone’s leaving and happy for them to be progressing their lives (at the same time). Just like it can be possible that someone can like you, like working with you, and still want to go.

However, not everyone will like you - and you won’t like everyone. It’s normal.

I’ve had people leave and I just knew they weren’t really into me. They were too polite to say it, but the feeling was there. Although them leaving was probably best for everyone.

I don’t love being disliked. Not because I think I’m particularly likeable - I just don’t like not being liked. Still, I’ve learned not to obsess over “vibes.”

There is a danger of hiring people for their “vibes”

I’ve said “they didn’t match my vibe” before, and I know that’s not a great reason to not recruit someone.

Why? Because you don’t want a team of clones. Different personalities, lives, and perspectives bring different strengths - which leads to better work.

Also, first impressions can be completely off. Some people are shy in interviews but thrive in teams. Some people say all the right things, but can’t back them up. Some don’t know how good they are an undersell themselves. You can’t always tell from an hour-long chat.

Interviews go both ways

I love when candidates ask genuine questions. It shows they’re thinking critically about whether we’re right for them, not just eager to land the next role.

Because when it’s not a great match? Firing early hurts - but waiting hurts more.

Letting someone go is brutal. It feels like a failure - for both sides. As I mentioned, I’ve only had to do it once. Most of the time, people have made the decision themselves. But I’ve read enough and seen enough to know that when someone isn’t right for the team, the longer you wait, the harder it is for everyone.

Being fired doesn’t define you

If someone has been made redundant, I’d never exclude them from a hiring process. Some amazing people have been let go for reasons totally unrelated to their performance, and it could just sometimes be as simple as being a bad company fit, or not gelling well with one individual.

I interviewed someone recently who openly said they hadn’t been a great team fit in their last role. I respected the honesty - and it helped me to ask better questions to see if we could be that fit.

Job descriptions are (kind of) fiction

Especially in small businesses, roles are fluid. I try to be upfront about that, and about our lack of rigid hierarchy. It’s hard to describe a company culture - you kind of just have to experience it.

Staying flexible is key anyway I think. If you’re too fixed in what a role should look like, you risk missing out - or becoming outdated.

Can you be the boss and a friend?

I often feel the same way about my team as I do about my kids: I’m only as settled as my least settled one. I care about how they are, not just what they produce.

But sometimes I worry I’m blurring boundaries. Am I being too soft? Should I set a different example? I don’t have all the answers. I mostly go on instinct - and I’d love to debate this more with anyone who has better insights. Ultimately though, I think you can only be yourself, and do your best.

What about you?

What have you learnt about yourself through hiring - or being hired? As always, I’d love to hear.