Hiring can feel like a gamble, especially when your business is growing quickly and you just need someone in the seat.
But when the goal is long-term success, a quick hire without structure can cost you far more than it saves. The key to sustainable hiring isn’t about luck or instinct, it’s about having repeatable, consistent processes that help you bring in the right people for the right roles, at the right time.
The Risk of Hiring Without a System
When you don’t have a process, you’re left with only one thing to rely on: the person sitting in front of you. You end up choosing candidates based on how much you like them or comparing them to each other instead of comparing them to the needs of the role.
That’s where bias creeps in. You may be tempted to hire someone “like you,” because it feels familiar. But in most cases, what your business really needs is someone who can fill your gaps, not mirror your strengths.
That’s how businesses end up with the wrong people in the wrong seats. Not because the candidate isn’t good, but because there was no clear standard to compare them against.
Two Documents That Will Change the Way You Hire
At Chrysallis, we help business owners put in place simple, structured documents that make recruitment far more reliable, and far less stressful.
1. Skills and Behaviours Matrix
Before you even look at resumes, define what success looks like in the role. That means outlining:
- The key responsibilities
- The technical or practical skills needed
- The behaviours and working style that suit the role
For example, if you’re hiring a receptionist, you’re not looking for a strategist. You’re looking for someone who thrives on routine, follows process, pays attention to detail, and genuinely enjoys helping people.
This matrix helps you stay focused on the requirements of the role, not just your impressions of the person.
2. Recruitment Assessment Matrix
This document helps you plan how you’ll assess each skill and behaviour during the hiring process.
For each point in your skills and behaviours matrix, ask:
- When will I assess this? (Phone screen, interview, reference check?)
- What question or test will reveal this strength?
- How will I score or compare candidates objectively?
This doesn’t just help you choose the right person, it also ensures you’re fair and consistent with every candidate.
Long-Term Teams Start with a Clear Plan
When you have a clear structure, you’re no longer guessing. You know what you’re hiring for. You know what success looks like. And you’re not just filling a gap you’re building a business that grows sustainably.
Need help mapping out your future team and putting the right people in the right roles? Book a conversation with one of our consultants today. We’ll help you design a recruitment process that supports long-term success for your team and your business.