An entrepreneur can invent and even commercialize an idea as an
enterprise of one. In time, however, the tasks of running a business
become too great for the entrepreneur to manage alone. At this point, a
savvy leader must find and hire the best workers to help achieve the
entrepreneurial dream.
In today’s economy, hiring the best people is more critical than ever. Entrepreneurs can’t afford to lose time, money and results from a bad hiring choice. The
cost of finding, interviewing, engaging and training new employees is
high. Employees also require desks, computers, phones and related
equipment, let alone the largest costs of being an employer—salaries,
benefits and taxes.
Leader view new employees as an investment and anticipate an excellent financial return over time.
Over the course of my career, I’ve hired hundreds of people. Some
were exceptional employees who were major contributors to our success.
Others didn’t work out. In most cases, when an employee left or was
terminated, I was the problem. Those dismissed were good people. I just
did not know how to properly hire new employees.
Historically, and sadly, the only criteria I had used were to find
the candidate with the best skills, experiences and ability to match a
job description.
I have since identified seven categories—I call them the “7 C’s”–that
you should consider to find the best new employees, as follows:
1. Competent: This is still the first factor to
consider. Does the potential employee have the necessary skills,
experiences and education to successfully complete the tasks you need
performed?
2. Capable: Will this person complete not only the
easy tasks but will he or she also find ways to deliver on the functions
that require more effort and creativity? For me, being capable means
the employee has potential for growth and the ability and willingness to
take on more responsibility.
3. Compatible: Can this person get along with
colleagues, and more importantly, can he or she get along with existing
and potential clients and partners? A critical component to also
remember is the person’s willingness and ability to be harmonious with
you, his or her boss. If the new employee can’t, there will be problems.
4. Commitment: Is the candidate serious about
working for the long term? Or is he or she just passing through, always
looking for something better? A history of past jobs and time spent at
each provides clear insight on the matter.
5. Character: Does the person have values that align
with yours? Are they honest; do they tell the truth and keep promises?
Are they above reproach? Are they selfless and a team player?
6. Culture: Every business has a culture or a way
that people behave and interact with each other. Culture is based on
certain values, expectations, policies and procedures that influence the
behavior of a leader and employees. Workers who don’t reflect a
company’s culture tend to be disruptive and difficult.
7. Compensation: As the employer, be sure the person
hired agrees to a market-based compensation package and is satisfied
with what is offered. If not, an employee may feel unappreciated and
thereby under perform. Be careful about granting stock in the company;
if not handled well, it will create future challenges.
Job applicants will give you their answers to the seven categories.
They may be modestly presented or exaggerated. You are searching for the
truth. To obtain a clearer picture of potential workers, I recommend
you talk to former employment associates. The references a job candidate
provides will nearly always provide a biased report. Instead, ask the
candidate for the names of former bosses, peers and subordinates.
I’m here to tell you that good references will share the truth and
not mince words. With these names in hand, call former co-workers and
ask them if the job applicant fits my seven characteristics. This will
give you a full and accurate view, good and bad, that will leave you
much better equipped to select the best candidate.
Author: Alan Hall
Sources: Forbes
Forbers magazine