This candidate had all the earmarks of a desperation hire. A Sales Manager, short on headcount and behind on the numbers, searches frantically for someone who will fix all the problems at once. The manager relies on hope as a strategy.
What set off my "Spidey Sense" with this candidate?
- Multiple job changes over a few years
- Expertise in a similar but different field (meaning there would be a learning curve)
- Big talker, lots of promises
- A relocation from another market, meaning a longer ramp up
Worth A Shot?I settle on a billiard analogy. "This is like making a shot in pool. A combination shot banking off two rails." Yes, it's possible but highly unlikely.
This person will need to learn a new product, move into a new market, develop a new network, and build a new funnel, all while moving into a new metro area?
The legendary pool hustler Minnesota Fats once said "great pool players don't make a lot of hard shots. They play great position and make a lot of easy shots."
A New ApproachThis sales manager needs to stop taking desperation shots, and put himself into position to make a bunch of easy shots. How?
- Work to get more candidates, so it's not like "last call at the corner bar"
- Create enticing offers (outside of base salaries) that attract talented people
- Rigorously screen out the big talkers who won't produce
- Set realistic expectations that lead to results and exciting career growth over time
Pat Riley once said "success is simple but not easy." The steps to a great hiring process are extremely simple, but require discipline and time to execute. It's often hard for busy owners and managers to take this time, or it's not convenient, or they'd rather play for the "Hail Mary" pass.
There's no better way to build a winning team than to recruit great talent. Hiring great talent is a matter of executing a series of simple, basic steps.
SimplifyDon't hope for the desperation double-bank combination pool shot. Put yourself in line to make easy shots by playing great position.
- Identify plenty of candidates
- Make the job offer attractive to talented people
- Screen candidates effectively
- Set realistic goals and expectations
- Help your new hires ramp up and produce results