리더십의 목소리 • 6 최소 읽기 시간
더 느리고 더 신중한 채용에 대한 직관에 반하는 주장
MAY 28, 2026
모든 조언은 더 빨리 채용하라고 말합니다. 한 Chief People Officer는 왜 특정 역할에서는 의도적으로 속도를 늦추는지, 그리고 그 뒤따른 결과를 설명합니다.
잘못 채용했을 때의 비용
The conventional wisdom in talent acquisition is that speed is everything: the best candidates are gone in ten days, so move fast or lose them. This is true for some roles. It is actively harmful for others. The cost of a poor hiring decision for a senior or highly specialised role, including severance, management time, team disruption, and the opportunity cost of the months before you accept the hire is wrong, is typically six to twelve times the monthly salary of the role. Rushing that decision to save two weeks in the process is not rational.
속도를 늦추는 모습
For roles above a certain level or criticality threshold, we deliberately extend the assessment process. We include a work sample or case study that tests actual capability, not just interview performance. We run a structured debrief using calibrated scoring, not a show-of-hands around the room. We check references proactively, speaking to people who have worked with the candidate rather than only those they have chosen to list. And we are willing to restart the search if the best candidate in the pool is not genuinely right for the role.
