For those who have spent a portion of their careers in a large organization, they had expert assistance when it came to hiring new employees. That assistance may have come from a Human Resources staff who helped to locate prospective employees and then assisted with the initial screening. For many of us, our careers transitioned to either smaller businesses or nonprofits, where that assistance does not exist. That being said, we need some basic principles to guide us through the hiring process.
There comes a day in the growth of a business or organization where the owner or founder must hire people with the expectation that they will help to contribute to its growth and success. This is true whether the hire will be working in the shop, taking orders at the front counter, writing software, or managing a part of the business. So often the entry of this new employee results in negative results. The manager and the new employee are frustrated and disappointed. With this hiring, comes some new skills which the leader must master to produce the desired results. Let us start with the assumption that the interviewing and selection process was done well and the new employee arrives for their first day on the job.… Read the rest
Business Success Comes From Finding the Right People
Jim Collins, in his bookGood to Great, explains that one of the first priorities in transforming an organization to greatness is, “first get the right people on the bus and then get the wrong people off the bus.” The bus, of course, is a company or organization wanting transition from being good to being great. Who to hire and who no longer belongs are difficult decisions subject to much uncertainty. They are made by business owners and managers, especially during the hiring process, based on extremely subjective criteria. It always seems to be a gamble, so let’s see if we can consider some ways to improve the odds.