Hiring the Right People for Your Business

Posted on May 14, 2015 by Ildiko Oravecz, One of Thousands of Business Coaches on Noomii.

First Who, Then What

Imagine you’re the director of a film. It’s expected to be a Hollywood blockbuster and make millions at the box office. Who will you cast in the lead role? Will you choose just any actor who has taken an acting class and maybe performed in one community theatre production? Or will you cast someone who has studied the craft for years, performed in countless plays and other films in a variety of roles, and who is committed to making the film Oscar-worthy? The difference could make or break your film’s success.

It’s the same with your business. Your business IS your blockbuster. And if you have the wrong people in critical leadership roles, you just might have a flop on your hands.

That’s why, as a business owner, your mantra should be “First Who, Then What.” Jim Collins, renowned business consultant and author of the bestseller Good to Great uses a great analogy involving a bus. He says don’t worry about figuring out where to drive the bus first. Get the right people on the bus, and decide which people need to be in certain seats – then figure out where you’re going.

Sounds counter-intuitive, doesn’t it? But Collins’ extensive research shows that the most successful companies – the ones that go from good to great – use that approach. They cast the right people in leadership roles, putting the right people on their “bus.” Then, as a team, they use their combined skills and strengths to determine the best route to take. Companies that do the opposite – come up with a plan of action or a goal and then hire people they think will be the best fit to implement that plan, never achieve greatness.

So here’s a question for you: Who’s on your bus? And are the right people in the leadership seats? Cast the right team before you tackle anything else, and you just might have that blockbuster business you’ve always wanted.

Here are some tips to help you implement the “First Who, Then What” concept in your business, and take it from good to great. It may require a shift in thinking, but all of the evidence shows the results will be worth it.

1. When in doubt, don’t hire – keep looking.
Trust your gut. If it’s telling you the candidate is not a good fit, hold out for one who is. In the end, you’ll save yourself the frustration of having hired someone who isn’t cut out for the position, the money it will take to wage another search for the right candidate, and the precious time wasted on a second search.

2. When there’s a need for a personnel change – act.
One of the hardest parts of being a boss is letting an employee go, regardless of the reason. But if you know without a doubt that the person in a certain position is not right for that role, you must do what is best for the company. It’s not pleasant, but it has to be done. Just do it with as much respect and kindness as possible.

3. Put your best people on your biggest opportunities, not on your biggest problems.
You can take this a couple of different ways. First, you can improve the culture of your business by approaching every problem as an opportunity for growth. That positive connotation will improve the way your team handles challenges. Second, reward your best people by putting them on the most lucrative tasks. Are you trying to land a big account? Tap your best employees for that job, and be sure to let them know you chose them because they’re the best. That validation and appreciation will only encourage them to go even further above and beyond for the company.