Good news; companies are hiring.
According to the lead developer for HP, there are numerous technical positions opening throughout the industry. High level management positions are still in short supply,
Hiring is a Positive
Who you hire can make all the difference. Of course, hiring a strong leader is important. As John Maxwell, renowned leadership authority, professes that leadership has many faces, facets and styles. His book, the 5 Levels of Leadership is excellent.
Unless leadership is properly managed, it can resemble a football team will all quarterbacks and no blockers or running backs. All stars with no team players does not work.
Who to Hire is Critical
Jack Welch’s article “How I Hire: The Must-Haves, the Definitely-Should-Haves and the Game-Changer” points out the facts: instinct and luck in hiring are important but not the only criteria to consider. High integrity and high IQ are essential qualities for a candidate. These critical elements must be combined with energy, follow through, decision making ability, passion and team spirit.
In my experience owning and operating a large property management company in a world class ski resort, personality played a significant role as well. Unless the staff was capable and willing to relate to the clients, all of the other elements fell to the floor. The ability to connect with the customer led to more bookings and more satisfied clients. The ability to connect rather than just communicate lessened problems and led to more mutually agreeable solutions.
Other resources to consider are Sallie Krawchek’s “How I Hire: You Can’t Build a Team With All Point Guards” and Francesca Levy’s “How I Hire: 80+ Perspectives on the Ideal Candidate.”
Back to the Basics
Access the current team: talent, interest, and future potential.
Access the marketplace. What do your target customers want need and are willing to pay for?
Chart the needs of the marketplace. How do your current staff skills meet the current need and anticipate the future need?
A shift of current job descriptions and individuals may be advisable. When these steps are completed, it is easier to see the gaps between the available talent and the marketplace desires.
Depending upon the company culture and the management leadership style, determine the skills required and start searching for the ideal candidates who meet that criterion. The clearer you are about the skills you desire and the qualities of the candidates who will complete your team to reach maximum effectiveness, the easier it will be to locate and hire the specific individuals.
Throw Age Out the Window
In days of old when we hired with the anticipation of a twenty year employee, age was a factor. Modern thinking has become aware that experience and the ability to “get the job done effectively and efficiently” are of far more importance in hiring than the age of the candidate.
Match the needs wants and willingness to pay of the marketplace with the talent and trainability of the current staff. This reveals the skills desirable from the new candidate. When you are clear about the skills required, it becomes much easier to hire the appropriate candidate to complete your team.