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Entrepreneurial Hiring
A young entrepreneur was recently reviewing his own natural talent
patterns as revealed in a comprehensive psychometric tool. He had
exceptional behavioral and motivational energy as well as having one of
the highest empathetic outlook scores ever seen (9.8 out of 10). What
most people wouldn’t give for some of his energy! However, as with
many up and coming entrepreneurs, he was great at getting things
started and extremely frustrated with trying to get things finished.
The young entrepreneur realized that in order to fulfill his potential,
he needed to build a much stronger support team to execute more
effectively on his ideas.
This entrepreneur currently owns three different businesses and has
enough ideas to start several more. What is important at this juncture
is building a support team that is different from him—folks who don’t
like to initiate new projects but who will enjoy implementing,
nurturing, and optimizing the ideas that have grown into businesses
already. The question he had (like so many others do) is: “But how do
you do that?” In what may seem too simple to be considered anything
other than obvious, the response is: “Know the job, know the person,
then manage for success.”
Know the job
What are the primary activities of this job? Interaction with lots of
people? Versatility? Working in a competitive environment (whether
competing against a goal or winning against competitors)? Frequent
change? Maintaining an organized workplace? What are the activities
that make up the majority of time spent in this job when it is done
right?
What are the primary intrinsic rewards of this job? Of course,
everyone wants a paycheck, but what else does this job reward? Helping
other people? Learning new things? Creating and maintaining order?
Or, is the greatest reward creating lots of money or some other
measureable result? Every job rewards something, so what does this job
reward most?
What common sense or good “business judgment” does this job enlist?
Does it depend on someone who focuses on practical results, organizing
things, seeing how things fit together or compare with each other? Is
it asking for someone who thinks deeply and spends most of his or her
time managing concepts, ideas, or strategies? Or, is this job asking
for someone who is an exceptional judge of other people and who can
influence, lead, understand, and develop others?
Know the person
Using the same road map for understanding the job, owners/managers
should be able to develop a deeper and more beneficial understanding of
the ideal person for the job. What activities does the ideal candidate
enjoy most? Interaction with others or space and time to work with a
singular focus? Completing routine tasks or lots of irons in the
fire? Troubleshooting or predictable project management? Organizing
files and systems or always moving forward in the midst of chaos? How
does this relate to what the job is asking for? ..
continue...
More about Ron Price
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