{"id":32132,"date":"2016-02-19T04:45:36","date_gmt":"2016-02-19T10:45:36","guid":{"rendered":"http:\/\/michaelhyatt.com\/?p=32132"},"modified":"2016-02-19T04:45:36","modified_gmt":"2016-02-19T10:45:36","slug":"make-a-new-hire","status":"publish","type":"post","link":"https:\/\/fullfocus.co\/make-a-new-hire\/","title":{"rendered":"What You Can\u2019t Afford to Miss When You Make a New Hire"},"content":{"rendered":"

It\u2019s popular to say the customer is always right. It\u2019s also not true. Whether you run a business, nonprofit, or ministry, your team comes first.<\/p>\n\n

Get the right team, and you\u2019re off to the races. Hire the wrong team, and you\u2019ll likely move slowly\u2014maybe even backwards.<\/p>\n

So what\u2019s the trick for getting the best people in place?<\/p>\n

Making a Bad Hire<\/h3>\n

We\u2019re hiring three new positions right now<\/a> so this question is top of mind. It might be for you too. If it\u2019s not now, it will be.<\/p>\n

Just about everyone in the corporate, entrepreneurial, nonprofit, or ministry world will be involved in hiring new teammates eventually.<\/p>\n

The risk is in making a bad hire. I\u2019ve had my share over the years. They\u2019ve cost me plenty in terms of dollars, headspace, emotional energy, and time.<\/p>\n

But maybe avoiding all the problems is not as complicated as it seems.<\/p>\n

Hiring Made Simple<\/h3>\n

Dee Ann Turner is vice president of corporate talent for Chick-fil-A. Creating effective teams has been a key part of their massive success<\/a> as a chain. And Turner has now written a book explaining the ins and outs of the company\u2019s approach to its people.<\/p>\n

It\u2019s My Pleasure<\/a><\/em> boils down hiring to three key criteria. (These line up pretty closely with my own H3<\/sup>S approach<\/a>.)<\/p>\n

For Turner it comes down to three C\u2019s: character, competence, and chemistry. If you get these right, you\u2019ll significantly reduce your risk of a bad hire.<\/p>\n

    \n
  1. Character.<\/strong> When it comes to picking team members, Turner identifies character as \u201cthe most important thing.\u201d\n

    Get this right, and you\u2019ll have someone you can trust to get the job done and represent your organization well in the process.<\/p>\n

    Get this wrong, and no amount of skill and talent will make up for the potential damage your bad hire might cause your brand and business.<\/p>\n<\/li>\n

  2. Competence.<\/strong> Character is essential but not sufficient. Your best hire will also have a level of competency\u2014not just about the job, but also interpersonal skills.\n

    Get this right, and you\u2019ll have someone who rings the bell for your business and makes you honored to have them on board.<\/p>\n

    Get this wrong, and you\u2019ll spend all your time cleaning up messes, including fixing relational problems with other team members and your customers.<\/p>\n<\/li>\n

  3. \n

    Chemistry.<\/strong> This one is tough. \u201cChemistry is always the most difficult to identify,\u201d says Turner. But if you\u2019ve ever been in a situation with bad chemistry, you know this one is non-negotiable. \u201cWhen attempting to put together a diverse team who compliments each other\u2019s strengths, the ability to discern [chemistry] is critical in the selection process,\u201d says Turner.<\/p>\n

    Get this right, and you\u2019ll enhance your team. You\u2019ll create positive vibe that will energize your people and power your progress.<\/p>\n

    Get this wrong, and you\u2019ll damage your team and compromise your results. A team is like an ecosystem; bad chemistry is like pollution.<\/p>\n<\/li>\n<\/ol>\n

    It\u2019s My Pleasure<\/a><\/em> has some helpful advice on applying the three C\u2019s, but you can start just by crafting your interview questions around these three criteria.<\/p>\n\t\t