Business is progressing steadily, your team is already working to capacity, you’ve made the decision – it’s time to employ a new person.
Great, just don’t rush into it. You don’t need to employ the first person who applies, even if they have the skills you’re looking for.
You need to make sure you do everything possible to get the right person. Taking on the wrong person can be disastrous for a small business and you could have
many problems in rectifying that mistake down the line.
What about past experience?
Some employers always insist on only employing people who have had past experience in a similar job. However this can put many suitable candidates out of the running.
Most positions are 20% actual job content and the other 80% is in core skills. If the applicant has the core skills and has the necessary attitude, they may well be your person.
It would mean training them in the actual job content, but if they have the core skills, that shouldn’t be insurmountable. If you wait around to find someone with the past experience in the actual job content, you might find they don’t have the right attitude for your business?
Remember you are trying to buy “potential” in your employees.
Will the person add value to your business?
Every one on your team is important if you are going to achieve your overall aim of running a successful business. You need to determine whether the applicant has the attitude that will add value to your organization. A great attitude will go a long way.
But the negative attitude of one employee can destroy a marketing campaign that has cost thousands of dollars, or create a bad impression with visitors and potential customers.
Always keep in mind: skills can be taught, attitudes can not always be changed.
Next Steps – Make a list
What type of person are you looking for?
- What skills do they require?
- Do they need a special attitude which will compliment your type of organisation?
- Will they fit into the management style and workplace environment?
- Will they be able to work with the existing personalities in the workforce?
- How will they perform under pressure?
- What are their personal ambitions?
- Do they want to grow and progress through the organisation – or is it just another job?
- What is their past record on behavioural matters?
What sort of track record do you think this person will establish within your organisation?
