The “1 in 60” Rule: Lessons for Hiring Managers from Aviation

In the high-stakes world of aviation, the “1 in 60” rule emphasizes the importance of precision. Pilots understand that even the slightest misalignment in a flight path can result in significant consequences when multiplied over time. The “1 in 60” rule states that for every 1° you are off course, you will end up being 1 mile off course after traveling 60 miles.

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. Developing a clear understanding of the role’s outcomes for success and aligning those with how you interview is critical. By outlining the desired skills, experiences, and culture fit before meeting candidates, managers aren’t in search of a “rockstar” or an “A-player” but instead seeking a clear profile of the candidate who will be a success in your exact role.

Mitigating Course Correction Costs

Just as a slight deviation from the intended flight path can lead to expensive course corrections, hiring managers must be aware that misjudging a candidate’s suitability for a role can result in significant disruptions later on. Investing time and effort upfront to ensure the alignment of skills and capabilities can prevent costly rework and realignments down the road. By designing the role and carefully assessing candidates against efficacious criteria, hiring managers can mitigate risks and 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. Similarly, a seemingly small misalignment between a candidate and the job requirements can have far-reaching consequences for the organization. Neglecting to address these discrepancies early on (ideally pre-hire) often leads to extensive disruptions, decreased productivity, and the need for rehiring, which is time-consuming and resource-draining. 

Just like adjusting a flight path by correcting that 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 training and tools, organizations gain consistency and confidence in hiring on intended trajectories, thereby enhancing 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, avoid expensive disruptions, and ensure they have the right talent on board to propel them to the next level.