When you run a business, the buck stops with you in the end. Early on, Steve understood the final cost of hiring the wrong candidate, and not only in dollars but also in the time and the value of my company. No one wants to throw money away unnecessarily, and certainly no one has an abundance of time that may be lost.
There are a huge number of puzzle pieces that need to fit together, and no matter what you try, no amount of absolute will and can make anything work if a major piece missing. After finding the right mix of talent and personality can be a daunting task.
Making the late Steve Jobs once excellent comments on employment, and it is one that I continue to follow. He said: “It does not make sense to hire smart people and then tell them what to do, and we hire smart people so that they can tell us what to do.”
This is why I participate in every step of the recruitment process. I put myself in the front and center, and I’m there at the beginning, middle and end, and the search for a candidate that fit these three criteria.
1. fitting in with the corporate culture
After it has been narrowing the pool of candidates, and is usually in the final of the skills are very similar. Any one of them can do the job, and probably do it well. The presence of background and talents necessary to do the job is the one piece of the puzzle. I also want to make sure that the candidate understands and will flourish in our corporate culture.
Each company has its own personality, and we in no different. If you hire someone who becomes oil to vinegar we have, and it will be a disaster, it can create a toxic environment that cause other valuable members of the team to leave. The resulting exodus of talent can hinder growth and, very likely, sink the company. Bout culture is all about as important as experience and talent and education.
“It does not make sense to hire smart people and then tell them what to do, and we hire smart people so that they can tell us what to do.”
2. ready to take on any task
When she was young and growing company, it does not have an abundance of resources that you will find in for, the old established company. This means our team has to learn to do more with less, wear multiple hats and be ready to take on any task. Some people prefer to work in a regulated environment, after the company at an early stage may require a person to be out of their comfort zone. This can be a challenge, and suggests a culture fit.
Here’s a quick example. I have a friend who was appointed executive marketing and sales in an emerging company. The main function customer acquisition. Steve, however, also very handy with tools. As the company grew, adding new employees, he helps new hires to assemble their offices. I was not exaggerating when I said that the company is to start! It was a wonderful opportunity for both peoples to establish communications, the new employee can feel comfortable from the first minute.
3. Display passion – for anything
Skills can be learned, either through education or experience. The only thing that can not be learned, however, is a passion. People have or they do not. Found the staff who have a passion is rare. It does not necessarily have to be for a job. It can be anything, from playing golf to run to sing in perfect pitch.
Over the years, I have discovered that people have emotional qualities that translate well in the business. They are not afraid to attack the challenge from a different angle, take risks, and we will continue to work on something until we got to the top of what they see. Role becomes my best to help find the spark that brings that passion in the company.
Many people consider hiring like another in a long list of activities that need to be achieved in a given week. This view can not be any more wrong. Goal in hiring is to find the right person to fill the correct position. When this happens, follow the amazing results – both the person and the company.