I am consistently seeing in various chats, Facebook groups, etc. that the number one issue people are facing right now is hiringIn various chats, business-related Facebook groups, etc. I’m consistently seeing that the number one issue people are facing right now is hiring for their businesses. First, I love this because this means their businesses are growing. It’s a good problem to have, right? If you are struggling with hiring right now, I want to challenge you to hire for the job you created.
Now I know this sounds intuitive. But you would be surprised at how fast we can get away from this mindset when we get into the interview and job offer phase of our hiring routine.
First, people make the mistake of hiring people that look, talk, act, and sound like them or like a successful person already on the team. Don’t go down that path. Look, I get it. We all want to display good judgment. And judgment is essentially the culmination of our experiences in similar events, or lessons learned, that help us make the best decision in a situation. So naturally, when we are trying to use judgment, we gravitate to what we feel like is a “sure thing.” But let me tell you, you don’t want to hire someone exactly like you or like you already have. You need diversity at every level. Diversity of thought, experiences, education, and perspective. So that’s the first challenge I am going to give you in this one, don’t hire based on what you know looks like you; hire for the job you created.
Second, and this is the important one, because we start to look at people who are similar to us, or we find the candidate we “just know is the one,” then we start to visualize having that person on our team. And when that happens, we get distracted. We become so enamored by the idea of that candidate joining us, that when we call and make the offer, we get off track if they don’t respond with excitement and appreciation. If they respond with anything less than those positive emotions, we actually start trying to scramble to have them accept the offer. Have you ever seen this happen? I have.
The hiring manager is so convinced that this person is THE person, that when the candidate gets wishy washy about the offer, (they don’t like the hours, they don’t like the compensation, they don’t like the actual job functions, etc.) the hiring manager helps with the negotiation.
Now, I don’t know about you. But compensation negations are expected. So here is the thing, at this point, the candidate should have already been fully educated on the hours and the job functions. If they were not happy with those pieces of the job, they should have had that conversation before the offer phase. Or, decided that this job wasn’t for them and moved on. I am fine with either of those decisions, but I’m not ok with someone waiting until the offer to essentially say, “Oh there are 5 functions to this job, I only want to do 3.”
Because respectfully, my answer will be, “Thank you for your candor. Given this information you are not the right candidate for the job.” And I would retract the offer.
Why? Because I am hiring for the job I created, not the job they want to create for themselves in my business. But unfortunately, many hiring managers don’t think that way. Again, they can already see this new person in their company. So when the candidate asks about adjusting their hours or taking away some of the responsibilities (but still getting paid the same amount), they will start scrambling, trying to make their requests work.
Remember, you created this position to fulfill those exact hours and those exact functions. That’s the point of this job. So don’t change it. Decide in the beginning what you are hiring for and what the job looks like, then stick to it when you hire.