In the high-stakes world of aviation, the “1 in 60” rule emphasizes the importance of precision. The “1 in 60” rule states that for every 1° error, you will end up being 1 mile off course after traveling 60 miles. Pilots understand that even the slightest misalignment in their flight path can result in significant consequences over time. As a result, pilots monitor their progress constantly in order to make course corrections quickly.
So, what does this have to do with hiring? Good question.
Believe it or not, these principles of aviation can help us avoid costly mistakes and finding ourselves wildly “off course” when making critical hiring decisions:
Mapping a Plan for Success
Before embarking on a flight, pilots meticulously create, refine, and confirm their flight path. Similarly, hiring managers must have a well-defined plan in place before making a hiring decision.
It is critical to develop a clear understanding of the role’s outcomes for success and align them with your interview process. By outlining critical job elements such as skill set, experiences, and culture fit before meeting candidates, managers aren’t in search of a “rockstar”. Instead, you are seeking a clear profile of the candidate who will be a success in your exact role.
Mitigating Course Correction Costs
Just a slight deviation from the intended flight path can lead to expensive course corrections. Similarly, hiring managers must be cautious when evaluating if a candidate is suitable for the open position. Selecting a candidate who is not a good fit can have disastrous consequences down the road.
Making the right decision during the selection process is crucial for the success of the team. It can also save the hiring team time and resources in the long run.
By aligning skills and capabilities early on, you can avoid expensive rework and adjustments later. Carefully designing the role and assessing candidates against critical job elements enables hiring managers to reduce the likelihood of hiring someone who will leave in six months.
The Impact of Small Misalignments
The “1-degree” rule emphasizes the profound influence that even a minor deviation can have over time. In just an hour, the 1° difference results in the average passenger plane being nearly 10 miles off course. To put it in perspective, that’s the length of 17,600 football fields.
A seemingly small misalignment between a candidate and the job requirements can have far-reaching consequences as well. Neglecting to address this early on (ideally pre-hire) often leads to disruptions, decreased productivity, and rehiring. All of which are time-consuming and resource-draining.
Just like correcting a flight path by 1 degree, managers should invest in addressing candidate misalignment as early as possible.
The Importance of Preventing Need for Correction
Pilots are well aware that avoiding that initial 1-degree deviation is critical to ensure a safe and successful journey. Similarly, hiring managers should consider investing in optimal alignment at the beginning of any hiring process. Through objective-based frameworks supported by hiring manager training and tools, such as behavioral interview training and OKR software, organizations gain consistency and confidence in hiring. By ensuring candidates align closely with intended trajectories, organizations enhance their chances of long-term success within the role.
The parallels between the “1 in 60” rule in aviation and the hiring process are striking. Both underscore the importance of meticulous planning, precise execution, and timely course correction. By applying the principles embraced by pilots, hiring managers can proactively mitigate risks and avoid expensive disruptions. Safely back on course, hiring managers can ensure they have the right talent on board to propel them to the next level.
