70% of hires would be classed as Mis-hires!?!

If hiring managers had a time machine and had the option to return the “scene” of a hire 7/10 times they would NOT choose the same candidate again. Whether thats down to performance, cultural fit, attitude or whether that candidate was actually needed in the business.

I posted a Jack Welch quote today “Whether its a baseball game a football game or a business game the team with the best players wins” look at Apple, F.C Barcelona & G.E all have one thing in common winning people in winning teams.

You can guarantee the above names will know their Strengths, Weaknesses, Opportunities and Threats when hiring as a group. To ensure you are hiring the right people for your business or team a SWOT analysis when hiring can add great value and ensure you are not one of those hiring managers wanting to jump in the time machine.

Instead of the standard job description using a SWOT analysis allows you to understand the exact hire you are looking for, the type of person who will thrive with the current environment and the reasons why not and why people want to work for your team.

So how do you use the hiring SWOT analysis ?


To attract leading talent you have to give them a reason for them to want to work for you and not your competition. Here you need to discover those reasons….

  • What exciting projects do you have coming up?
  • What do your group thrive in that no others do?
  • What can you offer the candidate that no other group can?
  • What are the benefits of working for your group?
  • Where are the group going and how can the candidate be part of that journey?


The most important area for me too many businesses like to think everything is rosy and that everyone likes working there. The actual truth is 80% of people don’t “enjoy” their jobs. Having an understanding of where you are bad and self awareness of you as a manager will ensure the right fit.

  • How am I as a manager and what leadership skills do I need to develop?
  • Where do we need to improve as a group?
  • Where are we not as strong as our competition?
  • Why have people left previously?
  • What weaknesses do you expect the candidate to have?


Top talent never wants to join a group that is plodding along. You have to understand the exact opportunities you can offer them ( career, challenges, growth) and this goes hand in hand with the opportunities in the business.

  • Where can this person grow to within the business?
  • What new opportunities can the business pursue to leap ahead of the competition and how can this person play a part in that?
  • What can this person bring to enhance the growth of the group whether that be learning or more cash in the bank?
  • What new opportunities can this person bring from their previous roles?


Very much the road ahead. What can your competition do to knock you off track. I see a lot of don’t watch your competition and I disagree. Yes you need to be focussed on your growth but you need to also be aware of your competition and the threat of them taking your best people. We need to mitigate the risk of them taking your best people.

  • What is your compensation and benefits package like compared to your competition?
  • How are you ranked in your industry and how can you maintain this?
  • Is your talent brand ahead of your competitors?
  • How are you seen by top talent in the market?
  • What products/services are your competitors launching that could be of interest to top talent?

It is key that you have a clear understanding of not only exactly where the company is going but the type of person joining your business and the business they are joining. Do this and you will hire the 20% that enjoy their work and not the ones that don’t!

*James is a Director at SwissGulf Partners and regularly addresses and advises groups across the MEA region on hiring Digital and Tech talent.