You’ve probably heard the classic hiring mantra: “Hire Slow, Fire Fast.”
Let’s look at the pros and cons of this.
Hiring slow makes total sense when you’re taking the time to vet someone fully for an important position. I would almost say the length of time to invest should be in direct proportion to the importance of the position.
If the position has considerable impact on your bottom line, then the more thorough you should be.
That sounds sensible and almost not even worth stating, right?
But some people get a “gut feeling” about someone and regardless of how important the position is, they pull the trigger fairly quickly.
If I had a buck for every business owner that told me how much he regretted hiring someone because he “went with his gut” I’d own a couple of islands in the South Pacific. Well, at least one island.
I don’t have a problem with people getting a very quick sense of how well someone is going to perform. That’s exciting, actually. People have a very high capacity to know things.
But, and especially for important positions, it doesn’t hurt to find out as much as you can about somebody before you hire them. You can complement your ability to know people with good, quality data.
And that requires considerable interviewing, verifying résumés, background checks, testing, and throw in some more interviewing.
What about the not-so important positions? Can you hire fast for those?
Within reason. Again, do you want to bring someone on board who is going to be rough on your other staff or worse, rough on customers?
So, instead of “hire slow,” let’s go with:
In terms of “fire fast,” well, one thing I’d recommend is to read over what we have on termination and the law.
I’m a big believer in not letting someone overtly or covertly disrupt your scene. The covert character may not be so obvious—well that is what “covert” is, right—but this person is often doing more damage than the one who’s loud and obvious.
Sometimes this person is quite key to your business. Maybe your top salesperson. But I’ve learned something very interesting on this. Often the overall scene improves when you remove this person. Others are willing to pick up the slack, relieved to have a decent workplace again.
Getting rid of someone disrupting your workplace isn’t something you want to keep putting off. Especially if they’re using their talents as leverage against you making a move.
All in all, you want people who want to be there and want to be part of your team.
As the law varies in each area, please check with an attorney to ensure you are applying these tips within the law.
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