Having the right people is vital to business success.
For all businesses, having the right person in key leadership roles is vital to the success of the business.
Without the right people in place, it is very difficult for a business to achieve its business objectives.
Any strategy, no matter how smart, is dead on arrival unless a company brings it to life with people – the right people. Jack Welch – “Winning”.
Having the wrong person in place can mean:
· failure to meet the objectives of the business due to lack of appropriate skills
· lack of faith in the leadership of the company
· loss of key staff (good people will leave)
· imbalance of leadership which leads to disaffection of other key members of the team – this leads to business decline rather than business growth
A lot of companies get this badly wrong.
A lot of hiring at leadership level is “quick fix”.
Often this is done by word of mouth. People are hired that are known to the business - usually because the person hired is in the same sector, or the same line of business.
This is often perceived to be lower risk because:
· The candidate does not have to learn how the business works or the way the sector works
· People in the business like him or her
· It makes the hiring process quick
· No need to pay a search firm fee – saves money!
But very often, the person hired is not the right fit from a skills, culture and strategy perspective.
So how to solve this problem?
Most recruitment discussions start with the job description.
In my view, this misses the vital point.
Every discussion I have about a search starts with a discussion about the business, typically:
· What is the strategy of the business?
· What markets is the business in? Who are the customers/ clients?
· What is the growth plan?
· How ambitious is the business?
· How successful has the business been in recent times?
· What are the challenges the business faces?
· What is the culture of the business?
After this discussion, it is invariably very obvious what the business needs are, and why there is a need to recruit the person the business wishes to hire; and therefore, the type of person required. The discussion about the job description is often a very short one, if required at all!
Armed with this information and a much deeper understanding of the business needs, I am in a much stronger position to find the right person for the business, improve the bottom line and help the business to grow.
It is an approach that I have been using for a long time, and has yielded great results.