In today’s economy, hiring the best people is more critical than ever. Entrepreneurs can’t afford to lose time, money and results from bad recruitment choices. No matter how exciting the prospect of finding that next member of staff is, it’s one of the hardest things to get right, a huge amount of planning and detail is required.
Here are the infamous ‘7 C’s’ courtesy of Alan Hall a leading Entrepreneur; that I refer to when hiring,
1. Competent: This is still the first factor to consider. Does the potential employee have the necessary skills, experiences and education to successfully complete the tasks you need performed?
2. Capable: Will this person complete not only the easy tasks but will he or she also find ways to deliver on the functions that require more effort and creativity? Being capable means the employee has potential for growth and the ability and willingness to take on more responsibility.
3. Compatible: Can this person get along with colleagues, and more importantly, can he or she get along with existing and potential clients and partners? A critical component to also remember is the person’s willingness and ability to be harmonious with you, his or her boss. If the new employee can’t, there will be problems.
4. Commitment: Is the candidate serious about working for the long term? Or is he or she just passing through, always looking for something better? A history of past jobs and time spent at each provides clear insight on the matter.
5. Character: Does the person have values that align with yours? Are they honest; do they tell the truth and keep promises? Are they above reproach? Are they selfless and a team player?
6. Culture: Every business has a culture or a way that people behave and interact with each other. Culture is based on certain values, expectations, policies and procedures that influence the behaviour of a leader and employees. Workers who don’t reflect a company’s culture tend to be disruptive and difficult.
7. Compensation: As the employer, be sure the person hired agrees to a market-based compensation package and is satisfied with what is offered. If not, an employee may feel unappreciated and therefore may under perform.
Of course, putting all of this into practice is easier said than done, unless you are experts at it like we are…