I know I have written about this before, but it merits repeating. Be very specific and deliberate about who you hire and for what reason. Don’t hire someone who is talented in an area that you have determined is NOT critical to the agency’s success. That would be tantamount to putting a “square peg” into a “round hole;” it’s just not going to work.
But agents and business owners make this mistake quite often. They interview candidates for a specific position, intending to hire someone who will fulfill a role the business unit needs. But then something happens to derail the process.
While interviewing different candidates, someone impressive interviews for the job…The only problem is that this individual, although talented and clearly someone who could contribute to the right business opportunity, doesn’t have the skill set or background the business needs at this time in order to move forward and grow.
But they are hired nonetheless in the hope that they can be converted to the needed role anyway…Or, they are hired and accommodated to perform a role other than originally intended at the sacrifice of the business unit’s real needs.
As presented, the above scenario of hiring the person because of their obvious talent and abilities versus hiring for the position isn’t always a disaster for the business owner. There are exceptions in such instances, but they are rare.
Have a detailed staff handbook with a detailed job description within it that outlines specifically the tasks and duties of the position your business needs in order to prosper. Using the template of the handbook and job description as a guide, recruit an individual who can satisfy the requirements of the position as outlined.
To hire someone for any other reason aside from fulfilling the requirements of the job description is a poor business decision.
Copyright © 2010 - Tony Cefalu
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