During the question and answer period I was asked if I had any advice on ‘hiring qualified people’.
Most companies related to the construction industry have a challenge when looking to add people to their organization.
My response was to ‘make sure you know what attributes, characteristics and qualities you are looking for in the people you hire and settle for nothing less. It’s also a good idea to determine if the candidate’s personal values are in alignment with the organizations’.
Too many times we make a hiring decision based on the applicant’s experience, or our belief the applicant can deliver on the job description, or worst of all convenience.
A few years ago, the Atlanta Journal Constitution interviewed the CFO of Home Depot, Carol Tome’. When asked what was the biggest mistake she made at Home Depot, Ms. Tome’ replied; “I will say through the years, I’ve made a bad hire because I was anxious to fill the role. Even though my gut was telling me this may not be the right person, I went ahead and made the hire. And then, sadly it didn’t work out. So I’ve learned to slow it down.”
My leadership tip for you this week is to evaluate your process for selecting and promoting people to your team.
Mistakes in this area will be extremely costly and potentially damaging to your culture and credibility. A few suggestions on how you can minimize mistakes:
1. Think about the people you hired that worked out and understand why.
2. Think about the people you hired that didn’t work out and understand why.
3. Be crystal clear on the type of person you want and be patient in finding them.
4. Never hire to job descriptions.
5. Hire desired attributes, characteristics and qualities then teach, train and coach the skills to do the job.
As leaders, we are only as good as the people on our team. It’s important for you to become exceptional at selecting the right people to surround yourself with.