Ah, The Famous “Hit the Ground Running” Request…
Hiring managers say it all the time:
“We need someone who can hit the ground running.”
“We don’t have time for hand-holding.”
“We need someone who can just come in and get on with it.”
It sounds reasonable, right? You need someone fast, efficient, and able to deliver from day one.
Here’s the problem:
That mindset is costing you great hires and setting your new employees up to fail.
Hiring purely for immediate impact rather than long-term success is one of the biggest hiring mistakes businesses make. And, ironically, it leads to higher turnover, more hiring costs, and worse team performance.
So, let’s break down why the “hit the ground running” mindset is hurting you—and what smart businesses are doing instead.
1. You’re Shrinking Your Talent Pool (And Missing Out on Great People)
If you’re only considering candidates who can immediately slot into the role, you’re:
❌ Ignoring high-potential candidates who need a little training.
❌ Blocking people from other industries or backgrounds who could thrive in the job.
❌ Over-relying on candidates who have done the exact same job before—but might not be the best long-term fit.
What smart businesses are doing:
✅ Looking for adaptability, not just a perfect skill match. A smart, ambitious candidate with 80% of the skills will outperform a “perfect” but uninspired one in the long run.
✅ Expanding their hiring criteria. If someone has the right mindset, leadership skills, and ability to learn fast, they’re worth considering—even if they haven’t worked in your exact industry before.
✅ Prioritising potential. The best hires aren’t always the ones who can do the job right now, but the ones who will elevate your business over time.
Rule of thumb: If you’re hiring based on immediate fit rather than long-term impact, you’re limiting your options.
2. You’re Hiring for Speed, But Paying for It Later
When you focus on finding someone who can “slot in” instantly, you often compromise on quality.
Here’s what happens:
- You hire someone who can do the job but isn’t fully invested.
- They perform fine, but don’t bring new ideas or energy.
- They leave within a year for a more exciting opportunity.
- You’re back to square one, spending more money on hiring again.
What smart businesses are doing:
✅ Taking a step back. Does this role really require an immediate expert, or would a high-potential candidate with 3 months of support be even better?
✅ Investing in onboarding. If you build a proper training plan, you can afford to hire for potential rather than just experience.
✅ Thinking long-term. A candidate who takes two months to settle but stays for five years is 10x more valuable than someone who “hits the ground running” but leaves after 12 months.
Rule of thumb: If you’re re-hiring the same role every year, maybe the problem isn’t the candidates—it’s the hiring strategy.
3. You’re Setting Up New Hires to Fail
Imagine being dropped into a brand-new company and hearing this on day one:
“We don’t have time for training—you just need to crack on.”
“You should know how to do this already.”
“We’re moving fast—you’ll just have to keep up.”
Translation: We’ve thrown you in the deep end—good luck.
It’s no surprise that new hires who feel unsupported leave faster. Even the most experienced professionals need time to adjust, learn your systems, understand your culture, and build relationships internally.
What smart businesses are doing:
✅ Creating a real onboarding plan—not just a quick “Here’s your laptop, off you go” session.
✅ Assigning mentors or buddies. This isn’t just for junior hires—even senior finance professionals benefit from having an internal guide.
✅ Setting expectations properly. If a candidate thinks they’ll be hitting the ground running but ends up drowning, they’ll quit fast.
Rule of thumb: Hiring fast but onboarding badly is like buying an expensive car and refusing to put fuel in it.
4. You’re Attracting the Wrong Candidates
Candidates talk. Word gets out about companies with a “sink or swim” culture.
If your job descriptions heavily emphasise needing someone who can “hit the ground running,” the best candidates might see it as a red flag.
What they hear:
❌ “We have no time to train you.”
❌ “We have high expectations but won’t support you.”
❌ “We’re not investing in long-term growth—just quick fixes.”
The right candidates—the ones who would add real value to your business—will skip your job post entirely.
What smart businesses are doing:
✅ Making job descriptions realistic. Yes, you want efficiency—but not at the cost of long-term success.
✅ Emphasising growth opportunities. Candidates want to know how they’ll develop, not just what they’ll deliver on day one.
✅ Attracting ambitious talent. If your hiring pitch is all about instant results, you’ll miss out on the candidates who actually grow businesses.
Rule of thumb: If your hiring message is all about speed and not about success, rethink it.
5. You’re Hiring a Person, Not a Plug-and-Play Machine
Great finance hires aren’t just walking calculators. They’re strategists, decision-makers, and problem-solvers.
But if you’re only looking for someone who can “get the job done” from day one, you might miss out on candidates who could actually transform your business.
What smart businesses are doing:
✅ Hiring for impact, not just immediate results. Does this person bring new thinking, leadership potential, and ideas?
✅ Recognising that growth takes time. The best finance professionals don’t just “do the job” — they redefine it.
✅ Balancing urgency with patience. Yes, you need someone who can deliver—but you also need someone who will shape your future.
Rule of thumb: The best hires don’t just fit into your business today—they elevate it for the future.
Final Thought: Hire for the Long Haul, Not Just the Quick Fix
The “hit the ground running” mindset is holding businesses back.
- It shrinks the talent pool.
- It leads to rushed, poor hires.
- It causes higher turnover and wasted money.
- It discourages long-term thinking.
The best businesses hire people who will succeed—not just survive.
And if you’re not sure how to balance speed with quality hiring—We Do Group can help.
🚀 Need finance professionals who actually stay and add value?
💰 Need salary benchmarking to attract the right candidates?
We’ve got you covered. Let’s chat.
