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Management and Human Resources
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Butts in the SeatsHow to Recruit, Screen, and Hire with Confidence by Brad Farris The words "I quit" may signify the end for an employee, but for an employer, the words can mean the beginning of a long, often painful process. When I was General Manager for a 120 person manufacturing company, my right-hand man left for a promotion at a nearby company. Almost immediately after, half the team followed him. I was left with half the resources, but still had to accomplish the same goals. That's when I learned about the importance of "Butts in the Seats." As each person left for better opportunities I tried to take on their essential duties while searching for their replacement. Covering for the VP of Operations wasn't too bad since he had competent people below him. But when the HR person quit - and she was the only person in the department - I needed to get something done fast! Most of us are not in a situation where we have lost half our staff, but even being down by one person can be a significant hit to our effectiveness. The longer we go shorthanded, the more it impacts our ability to reach our desired goals. If a leader is judged on performance, then minimizing time with an open seat is imperative. Yet some managers take four, five and even six months to fill an open position. An efficient and effective hiring process requires three things: a clear and effective job description, a reliable means of sourcing candidates and a quick evaluation process. Let's look at these one at a time. Effective Job Description Reliable Source of Candidates While big job boards are popular these days, you probably won't find the qualified candidates that you need there. You need the best group of candidates - and you need them quickly. A targeted approach, such as through an industry group, will likely bring in the candidate of choice. I know from experience that posting a job with the local CPA society, for example, has turned up lots of qualified leads for financial positions. Or, perhaps there is a recruiter with a deep pool in a particular area. Quick Evaluation Process Once you hire your employee, make sure to properly orient, train and coach him or her. Again, time is of the essence. Get that "Butt in the Seat" quickly - there's work to be done! Brad Farris is a principal at Anchor Advisors. His advisory experience includes leading businesses into growth, reengineering business systems and processes to accommodate change, preparing startups for future growth, and restructuring businesses that needed to change to survive. Contact him at BLFarris@AnchorAdvisors.com or visit www.AnchorAdvisors.com.
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