Eeny, Meeny, Miny, Moe
Got more than one super candidate for a position? Don’t be fooled by appearances. Some people just don’t have a sense of style. You can change appearances by establishing a dress code and watching it closely. Look for desire instead. If I have two people vying for a position, and I can’t decide, the one who wants it most is the one who gets it, every time. Sheer desire can carry a person a long way in life. Candidates with desire will work harder and achieve more. They have purpose that you can neither enhance nor diminish. Capture it and give them an opportunity to make something of themselves, and your practice, along the way.
Finding the Best Candidates
By far, my two preferred methods of finding good people are referrals and the local jobs ministry. Every single advisor, staff member, and professional on our team came from one of these two sources, from the operations manager and the controller to the attorney and the receptionist. Looking for that next new team member? Put the word out. Tell everyone you are in the market. Tell your staff, your clients, your neighbors and friends. Tell your colleagues, tell strangers, and especially tell your family. When you have occasion to discuss your standards and requirements with those who could potentially send you a referral, remind them that your recruiting decisions will be business decisions and nothing more. No nepotism and no favors.
Our local jobs ministry is run by a church in our area. Each Wednesday morning, around 500 out of work job seekers gather for an uplifting talk, testimonies of people who have found jobs through the ministry, individual career counseling, and training in résumé writing and interviewing skills. Toward the end of the program, local employers take the stage and give brief descriptions of positions they are looking to fill. Interested candidates form a line to the side of the meeting hall and do a recruiting form of speed dating with the employers. Employers can have short talks with candidates, collect résumés, exchange business cards, and schedule formal interviews. We have hired no less than 7 of our current staff members through this ministry. It delivers. Find one in your neck of the woods and check it out.
Working with Family
I once fired my mother-in-law. We are great friends to this day, but she wasn’t right for the position. If you hire people close to you (like family and friends), make sure they understand that you are running a business, not a social network where they will have special privileges. You are prepared to “un-friend” them at the first clear indication that you’ve made a mistake in hiring them. It doesn’t mean you want to end the personal relationship. In fact, make sure before you hire someone close to you that the person understands that your personal relationship is more important to you than the business relationship. If the person won’t be able to handle being fired, and the personal relationship will likely suffer casualty, don’t make the hire in the first place. Pass.
People say ‘never work with family.’ Nonsense. Family can be some of the best hires you will ever make. They know they can trust you, and their interests are aligned with yours. My brother worked for me for 5 years and did a terrific job. My father in law joined one of our businesses when he retired from a 30+ year career with a single employer. He was amazing. My cousin has been here for 6 years, and is still going strong. He’s been promoted 3 times and now runs our business.
Breaking Up is Hard to Do
The first time it glances across the edge of your consciousness that you should fire someone, that is when you should. When you keep someone on too long, you destroy the morale in your office. Your staff know who the slackers are. They know who the incompetents are. They know who’s looking out for their own interests and ignoring yours. And, they will resent it if you don’t take swift action. Trying to rehabilitate staff members rarely works. Once the attitude has left the building, the concert is over.
Lastly, don’t feel guilty for firing someone. When you let someone go, you open the door for someone else. Someone loses a job, but someone else gains a job. Income stops flowing to one household, but starts flowing to another household. It is a zero sum game. The person who lost the job is now freed up to find the perfect position. You’ve done the person a favor, your staff will love you, and you will finally get the person you really need. Everybody wins.
I could not agree more with your comment on firing an employee. The first time I ever had to fire someone, I was heart broken and distraught, regardless of the fact that the terminated employee’s behavior was inappropriate and she was costing my company time. Within a few days of the termination, the entire team was more efficient, productive and seemed happier. It was the correct decision, although a difficult one at the time.
Jobs ministry is a great place to look. You have a nice pool of people to meet and it is not difficult to find a motivated individual who will appreciate the opportunity.
Never make the mistake of trying to help someone see the opportunity before them. If you think someone is the ideal candidate but you wished they were just slightly more enthusiastic about the possibility of joining your company, they aren’t the right one. If they can’t see it for themselves well enough to express a level of anticipation or excitement, you should pass. This is always true; irrespective of experience, appearance, or resume.
As the oldest member of the Senior Partners Staff, I have benefited from this principle. I was blessed with being able to stay home and raise my two daughters. The first time I went to the Between Jobs Ministry, I was asked if I had considered temp work. At one job interview the interviewer kept referring to my grandchildren (of which I have none). I did take two different jobs, over a four year period, but finally found my home with Senior Partners. As a result of the prior two jobs, I was not devoid of skills. But, fortunately, my short resume was not the deciding factor in getting hired at Senior Partners. I have had an excellent teacher and mentor in Noel, and I have thrived in a job that I love.
Noel recently asked me what kind of person I would hire as my own replacement, as Paraplanner, when I transition to Adviser. My response was “someone with ENERGY.” Without a doubt, desire and attitude are key in employee selection. You can’t fake attitude.
Breaking up IS hard to do. Not every person is good fit for every position. We have strengths and weaknesses. It is stressful and futile to work at a job you know you are not good at, and even more stressful to not know when it is time to admit it and be on your way. This happens all the time, and by taking the step to fire someone when you should, it not only sets you free, it sets the other person free as well.
As heartbreaking it is, never second guess yourself in these situations. Always go with your gut feeling. Those who strive to better themselves and to grow to achieve the impossible are the best candidates – take them in and give them a chance. We at Senior Partners haven’t failed to live by this fundamental.
Certainly, all Senior Partners employees have a great opportunity here, both now and in the future. Generally, much time is wasted giving the slackers a chance to prove themselves. Unpleasant as it is to terminate an employee, I agree that office morale is subject to destruction and must be avoided.
We acquire top quality people from our jobs ministry. People who want to work; who want to be part of a team. We seldom make a mistake when we hire new folks
Knowledge is power but an individual has to be able to work and play well with others. This is the attitude component of the equation. It makes no difference how smart or knowledgeable a person is if they lack the desire to show up and refuse to acknowledge the common goal of the organization. There is no “I” in team as the saying goes. A side note: I was fired once. It was tough but it was one of the best things that ever happened to me.
If the mission is to promote quality relationships with the client, one of the most important attributes of the employee is the ability to treat people with dignity and respect, in all situations. It is sometimes a difficult quality to find, and it is a big indicator of how a person will perform in a professional setting.
Well, starting what is now my second day, I am more encouraged by Noel’s blog & all comments on hiring & letting go. I have a hope & an eager spirit this morning. Quality relationships do make for a quality work environment.
After printing & reviewing I just wanted to add that the attitude I was met with when I interviewed was so welcoming. Going to lunch with total strangers could have been a little overwhelming, but I loved every minute. I came in wanting one position & learned it was for another one entirely.
I easily could have cowered, but that is not my nature. Be honest when going after what you want. Be confident in knowing that skills can indeed be taught. Again, grateful for this opportunity.
I agree whole heartedly. I was let go from a position in which I could not fully exercise my skills and it was a blessing in disguise. It allowed me the freedom to seek a position that would be a right fit for me and the organization. By God’s grace, I came across Senior Partners and it was an answered prayer for both the organization and myself. I am proud to work for an organization that has their heart and priorities in the right place.