Steps to Management Success – Step 73: Hire Slowly; Hire Well

Written By Rick Frishman Published April 2nd, 2010

STEP SEVENTY-THREE

Hire Slowly; Hire Well

Great employees are often hard to find—but it’s worth taking the time and making the effort. Don’t settle for second-rate. And don’t give in to the understandable temptation (and operational urgency) to fill an open position as soon as possible.

WHAT IT MEANS: It’s probably one of the most mouthed corporate clichés of all time, but it has the virtue of being true: your people are your most valuable asset. Every new hire is an opportunity to add to the value and long-term strength of your business—but only if you do it right. A superstar candidate will make your job easier and improve your capabilities in ways you may not even realize until they happen. This is one critical aspect of managing a business that should be deliberate and deadline-free.

ACTION PLAN: Cast a wider net by advertising in more places. Ask your own employees for qualified referrals (some companies offer incentives for referrals that result in a hire). Put the word out through your own extended network. Sharpen your interviewing skills. And don’t dwell exclusively on related experience. Although it’s a significant factor, so are personality traits and chemistry. You want reliability. You want a person whom you can “click with” every day. And most of all, you want to be genuinely impressed by that person’s track record and/or potential.

EVEN BETTER: For senior positions, consider using an executive recruiter. You will pay handsomely for this service, but it will help you reach high-caliber candidates (perhaps those working for your direct competitors) who may not even be actively searching for a new career opportunity.

(Excerpted from: 10 Clowns Don’t Make a Circus. . . and 249 Other Critical Management Success Strategies by Steven Schragis and Rick Frishman)


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