If you’re the one they call “Boss,” it’s one of your most important jobs. Choosing and bringing in the new people who’ll call you “Boss.” (Or, “Guv,” if you work on one of those British police shows.)
It’s not a task to be taken lightly. To do it well requires order, perception, and the ability to listen. The hiring gig can be broken down into three component tasks –
· Identifying job requirements
· Seeking credible candidates
· Interviewing and Choosing
Each time you lose somebody through turnover, it’s a good idea to review the requirements of the job that’s vacant. It could well be that the one who just left, departed because of an inability to measure up to the needs of the job. It may be that the company’s view of the job is outdated, and needs adjustment. It’s always good to look at systems, no matter how well they’re running. That’s one of many things I learned working for Hall of Fame GM Tex Schramm of the Dallas Cowboys back in the 70’s.
Get online, or dig into those resumes, and find the people best qualified for your opening. This is like draft day. You want “the best player on the board” to fill the slot. You may have to go through 1,000 bummers until you find the pearl, but once you do, you’ll know it. Latch on to that one. (And remember, Tom Brady was the 199th player drafted by the NFL in 2000.)
Sit down, have a chat, have lunch, talk back and forth, find out how well this “player” will fit with your team. And, most of all, listen. Let them know from the start that you value their opinions and want to hear from them. The good fit will feel that way almost from the start.