Mistake #2: Hire the right people

At least 98.5% of a company’s success is due to having the right people in the right position.   The people you hire need to have the right skill sets to take the company up another level and grow.  This may sound logical, but, believe me, I have plenty of examples I could give of individuals placed in a position that was not either qualified, experienced in the needed skills, or both.

In fact, during the interview process, one question should be, “how do you plan to grow professionally if you were offered this position?”  In today’s economy, there is not a luxury of time to give people adequate training.  You have to have people driving their own professional bus instead of spending resources to send individuals out for further training, particularly if they need an enormous amount to get to a particular level of attaining skills. I can give hundreds of examples of those who I have supervised who do nothing to grow themselves professionally. Instead, it is much easier to collect a paycheck. Those are the ones you want to be sure not to hire!

In Guy Gawasaki’s blog, How to Change the World, he had a terrific post on candidates who applied for a position on Craig’s List. For those interested candidates, he conducted a test to determine their skill sets and found that there are highly-qualified professionals that are in search of a position.  Of course, there are always knuckleheads in the mix. He had one individual respond back that did not even go so far as to do research on Macintosh applications (when he didn’t know anything about them!).

My question is, for the candidates that just submit their resume with no cover letter, how in the world do these people ever get hired?!


2 responses to “Mistake #2: Hire the right people

  1. If you supervised them, then what did you do to help them grow? I don’t think you have to spend money to grow skills, you make it sound like you hadn’t imparted much on them lazy bums…

  2. If you ask a hypothetical question, you will get a hypothetical answer. A better question that yields a response you can validate would be: “Please give me some examples of how you have managed your own professional development over the past xx years.”

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