HIRE HARD OR MANAGE HARD
Hire Hard. What does this mean? Simply put, you need to invest the time, energy, and perhaps money to ensure you hire the right person for the right job.
If you don’t, the result is that you will be “managing hard” (investing even more time and energy on a daily basis). Bottom line, “hire hard so you can manage easy”.
Hiring hard provides:
- Increased employee performance and productivity;
- Increased employee engagement, and
- Increased employee retention.
— Keith Tatley
Hiring that “right person” is a challenge faced by all leaders. It’s important to be clear on job functions, responsibilities and behaviors to help grow results. It’s also equally important to spend sufficient time looking for qualified candidates that would be a good fit for your organization.
Global Resource Partners states you first must have a clear understanding of:
- The skills and experience required for the position
- The culture
You must then assess the applicant’s:
- CircumstancesAre there linkages? Are the applicant’s behaviors aligned with your work culture and do they support your objectives?
Your hiring options may include both external and internal candidates; both have benefits, both have disadvantages. High potential employees will already be familiar with the culture, and it saves hiring costs, but you may need someone “fresh”.
As leaders, we need to understand the skills, talent, and passion the applicant will bring to our organization. It’s also important to know it’s easier it develop skills than it is to change behaviors. Are you hiring hard?
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Great vision without great people is irrelevant.—Jim Collins