Do you often bemoan the fact that, "We just can't get good people!" Well, take a good hard look at your hiring practices before allowing yourself that chant any longer…

You cannot expect superstars to work for below average wages. However, because many CEOs have occasionally gotten a bargain on an excellent employee, they make their strategy the “Buy-The Help-At-K-Mart" strategy.

REAL-LIFE EXAMPLE

Sue prided herself on her bargain hunting ability. This spilled over into her employment searches. When Sue needed an administrative assistant, she thought to herself, “This is an easy job. It really isn’t much more than a glorified clerk; I can train him/her up - no problem.” She figured she could get a good person for $8/hour. Sound familiar?

Sue did find a “qualified” person for $8/hour. But training this new admin took a bit longer than Sue figured, but - hey, she was getting a $12/hour person for $8/hour!

Over time, the admin became an important resource for Sue. Soon, the admin’s attendance became spotty. Whenever she needed her the most was when she missed work. Sue began to feel like firing this admin, but how could she find someone else for only $8/hour? So she tolerated the spotty attendance. Eventually, the admin took a job for $12/hour at another firm. Sue ended up having to pay the $12.00 an hour for the next person anyway...

In her CEO group, we discussed that if you fill your business up with mediocre performers, good performers will not want to work for you. Winners attract winners. One of Sue's fellow members mentioned that he'd "been there, done that" on this one. He said, "You will spend a tremendous amount of energy training mediocre people and turning them into good performers only to have them leave for more money."

Here is the most important point the group imparted to Sue: Your time as the CEO is the most valuable time in the organization. Don't waste it on poor people. Your business can only move at the speed you move. Chances are, the reason these people are available at a low wage is because your competitor just fired them!

SOLUTIONS

1. Start the upgrade process today. You may need to replace your poor performers with better ones. Pay what you need to pay to get the talent you need. Use your limited funds on better talent. In the end you will be able to reduce headcount. One terrific employee can do the work of two to three poor ones!

2. Start being tougher during your interviews. Start with telephone interviews, and ask questions like, “What makes you think you will be a top performer in this position?” whatever they say, respond with, “I’m not sure I hear top performer…” Listen closely – does the candidate hesitate? Does the candidate him & haw, or does he/she respond strongly, “What do you mean – I’ve stated my qualifications and experience. What else is needed?” This is a confident person who will be a top performer1

Work harder in your hiring, be willing to pay more, and you will be able to get “good people!”

Henri Schauffler, The CEO Coach, has dedicated the last 20 years to helping
small businesses like yours to Outmanage, Outhire, Outsell and Outprofit
All the Competition. For a FREE business assessment and tune up to see
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