How to Hire Leaders Pt. 1

how to hire leaders

Companies do the exact revenue they are designed to do.

If you want to re-establish or grow your business, you have to know how to hire leaders that can

Ozzy Osbourne (b. 1948) is a musician active in the industry since the 1960s. He’s known for an urban legend that consists of his biting the heads off of bats during stage concerts.

In 1994, he recorded a version of Born to Be Wild with Miss Piggy for Kermit Unpigged. Muppet Wiki

It’s true. Ozzy Osborne did a duet with Mrs. Piggy. I’m not sure who thought of this idea? Or didn’t think about it.

Was it a good idea to take one of the scariest, hard rockin, drug takin, bat bite’n person on the planet, and put him on a children’s show doing a duet with a beloved muppet?

I understand taking risks. As entrepreneurs, we take them all the time. When it comes to hiring leaders for your business, they need to be calculated risks.

Over the next 3 weeks, we’ll be looking at how to hire leaders using the 3 P’s (Positions, People, and Process) to rebuild your leadership team and recover from the COVID economy.

Today we start with…

Positions

You can’t build a team without knowing who fits where on the bus and what they are doing while on your bus.  So many owners take on so many roles that their vision gets blurry and they forget what it is they love to do or what true strength and passion they bring to their business. This can lead to the hiring mistakes we talked about previously.

Taking the time to truly break down your business and understand who fits where and why is an invaluable exercise that will allow you to clearly identify who fills what role and what roles you need to fill with industry expertise to get you to the next level.

Does the Role Make Sense?

I once had a client who called me about a position they needed to be filled in their company.  It was a Manager of Safety and Contracts role.  My first questions was, “did you create this role because someone resigned and you thought you combine a few different roles and create a new position?”  The answer was. “yep.”

The reality is this person doesn’t exist.  I explained to them that these are two entirely different skill sets. But it presented us with a great opportunity to have a look at the organizational/accountability chart. We were able to work with them to reallocate duties to the right people to redefine and streamline existing roles. We were also able to define a new role with clearly aligned objectives.

This enabled them to make sure the right people were doing the right jobs within the company.  They were able to draw up clear and concise job descriptions and duties for each of the people involved. And more importantly, create a crystal clear job description that enabled them to identify the exact skills and experience they needed for the role.

Align the Duties for Maximum Impact.

Let’s say you have a really good inside salesperson.  They love cold calling, get everything done on time, and hit all their metrics.  You mention one day that you think that social media marketing could really help drive sales.  They put their hand up and say, “I’d love to do that, it’s something I always wanted to learn.”  So, you add social media marketing to their list of responsibilities. Then you notice that they are missing their metrics and your social media campaigns are doing as well as you hoped.

The reality is you took a great inside salesperson and turned them in the opposite direction with the new marketing role.  Inside sales and marketing are different skill sets.  By combining the two roles, you’re asking your leaders to point in one direction for 75% of the time and then turn 180’ for the other 25%.  It doesn’t work. You’ll get average results in both areas at best. And you can’t grow your business on average.

Next Tuesday we’ll take a look at Part 2 of How to Hire Leaders.

Read our previous articles in this series here: 

REBUILDING YOUR LEADERSHIP TEAM AFTER COVID
STRATEGIC LEADERSHIP CRISIS?
BAD MANAGERS RUIN YOUR BUSINESS
UPGRADING YOUR LEADERSHIP TEAM? 3 BIG MISTAKES

Leave your questions about bad managers below or contact me directly at corey@keyhirerecruiting.solutions. I’m here to help where I can.

We’ve also started a “Help Line” for small business owners who have questions about how to deal with their leadership team or any human capital issues in this uncertain time.

Stay tuned and I look forward to helping you Make Your Business Rock NOW, and down the road.

About the Author

key hire
Corey Harlock – Principal, Key Hire

Corey Harlock is a driven consultant, teacher, keynote speaker, and three-time business founder. After shutting down his Recruiting Agency HRN in Canada to move to Houston, Texas, Corey realized that the vast majority of businesses and business owners were severely underserviced and, in some cases, completely ignored. So, he created and launched a company with a mission of helping small and mid-market business owners. He has authored dozens of articles on team building, talent acquisition, and the power of Building High-Impact Teams for growing companies.

Corey is currently the Principal Consultant of Key Hire Team Building Solutions, the only solution on the market that helps Small Business Owners focus on Positions, People and, Process so they can enjoy a stable, growing business and balanced life.

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