- Know what you have - Who works for you? What are their skills? Where do their strengths lie? Are you using them to their full potential and developing them? Taking the time to invest in the people you have may mean you don't need to recruit. Talk to them, find out their ambitions, understand how they can add value and take the time to help develop them. Being a Manager is more than making the jobs happen it is taking the people with you.
- Work out what you need - before recruiting make sure you have a clear understanding of what the person will do, and therefore what they will add to the business. What will successful look like? So many companies just recruit another "operative" when they are too busy to cope, without taking the opportunity to review the structure and make long term plans. Thomas Frey claims that "60% of what will be the best jobs in 10 years time do not currently exist". What job roles will you have in the future, who will do them? Don't always just fix the immediate problem look at the bigger picture.
- It's not just about what they will do but how they will do it - recruiting a skill set is the easy part. What behaviours and strengths do you want the person to demonstrate? The temptation is to recruit people who "fit in", we like people who are like us, but people who don't fit so naturally often bring strengths you are lacking. This is the tough one because you have to start by admitting your own weaknesses and acknowledging those skills still have a place in the workplace.
One of mine is a lack of interest in the detail so forgive me any spelling mistakes and be brave enough to admit yours....... then recruit them! Need some help accepting there is no such thing as perfect? Just get in touch.