Hiring the Right Person
Getting It Right (cont.)...
Now you have all these lists, what next?
Now you have the basis for a job posting. (We'll talk about that in another article.) You also have a much
clearer idea of who you are looking for and can, maybe, recognize him when he walks in the door.
So we have a list of desired qualities and skills that we want the candidate to have. And we have refined the
list and prioritized what we want.
Is a certain education or are special certifications required? Are they on the list?
Did you remember to take personalities and team dynamics into account? Remember, the smaller the team,
the more important team dynamics becomes.
Have you avoided trying to hire yourself? Most managers tend to hire themselves. After all, who
could do a better job than you, right? So it makes sense to find someone just like you (you would clone yourself,
if you could.) Of course, unless you are planning to retire and are planning to hand over the business (and it's
success or failure) to the employee, you don't need another you. You need someone to do the specific job that you
can't do (either because you don't have the time, the skills, the knowledge or another similar reason.) Hire for
the job to be done.
Don't forget to consider pay-scale.
Also, consider whether the market will support what you are planning to pay-both at the upper end and the lower
end. If your expectations for pay scale and the market's are very mismatched, you will be frustrated, disappointed,
I knew of one leader (he was the head of a non-profit organization) that didn't believe that office
administrative people should make more than $8.00 an hour. In his view, paying $10/per hour was pretty high-priced
for the office manager. (He was on salary and making the equivalent of $58/hour with more benefits and perks than
anybody.) He actually got better quality than he deserved because some of the employees believed in the cause and
were willing to take lower pay (they also had spouses who provided more income allowing them to take lower pay and
still work for something they believed in.) He also lost really good people to better-paying jobs.
In the end, you get what you pay for, so make sure that your pay scale and your expectations are congruent with
the market. You will be much happier in the long run.
Now that you have these refinements in place, you are just about ready to post the job and start interviewing
the flood of candidates that will undoubtedly respond to your masterful and irresistible job ad. (In certain
economic conditions, it doesn't even have to be that masterful. But, let's make it masterful so you get just
who you are looking for... and as few of the others as possible.)