How to Find Good People

One of the most common questions we all hear time and time again, “What’s the best way to find good employees?” Whether you are an executive in a large public corporation or the owner of a private business, it seems to be the number one issue with regard to finding and developing the right people to grow your business. Here is an article by Alwyn Cosgrove, a business consultant based in the USA, I read the other day that I feel speaks directly to this question, and looks at it in a slightly different way.

“I work with many successful business owners who are hitting that stage where it is time to grow their business, and that means bringing on key employees. For many employers, this is an area of great difficulty and anxiety. Let’s look at the ‘Big Mac” model.

Entrepreneurs need to study other businesses. Success leaves clues, and the most successful ‘small business’ in the world is McDonald’s. At McDonald’s the food is made the same way every single time. From London to Los Angeles, from Madrid to Moscow – ask for a Big Mac and you’ll get one. The same style. Every single time. You even know the recipe…. ‘two all-beef patties, special sauce, lettuce, cheese, pickles, onions on a sesame seed bun…’

McDonald’s don’t hire experts to run each location or do every task in the business. They hire good people and train them in the implementation of their SYSTEMS. Their systems are so well developed that they can hire high school kids to run a lot of their business. I’ve read that most independent small business start-ups fail, yet most franchises succeed. The reason for that difference is due to systems. Step one when hiring additional staff: think systems.

Before you hire anyone you have to have a system in place that can easily be replicated. It doesn’t matter if you hire a world-renowned expert with multiple PhD’s and 25 years of experience — unless they work within your system – they aren’t a great fit to grow your business. The primary goal of any business is to produce a consistent, replicable product or service. If it’s replicable and consistent – you can guarantee results. If you can guarantee results – you’re ahead of the game.

As a nice result of running a systems-based operation is that you are able to hire people with the appropriate level of skills and motivations to run those systems and then educate them.

Instead of thinking of McDonald’s – think of a hospital. A doctor writes the protocol and most often it is nurses that implement it. Nurses are by no means low skilled, but they are at a different skill base than a doctor. Similarly, all admin tasks at hospitals are handled by different employees again. It would make no business sense for a doctor to spend time taking blood pressure, temperatures or making appointments.

Hiring someone without a system is an absolutely deadly business mistake. As long as you have business systems and an education program in place, then when hiring employees, what you need to look for are work ethic and core values first. As long as your new employee brings those attributes to the table, they have the potential to succeed in your system.”

The great thing about what Alwyn Cosgrove says is that we now have ways of measuring the work attitudes and motivations that would be the most appropriate ‘fit’ for a particular task, so that capability and competency is not the sole determining factor in whether someone is right for the role. Motivational fit and the ability to avoid the problem of having ‘square pegs in round holes’ is the key to choosing the right people for the system you have in your workplace.

Until next time… Let’s seek to understand more and judge less.

Precision Profiling – What Makes You Tick? Revealing the hidden secrets about yourself that even you didn’t know.

About Brian Clark

Brian Clark is the principal director of Precision Profiling®.

He is a renowned practitioner, writer and speaker on building total customer cultures; values driven leadership and world best practice strategy and implementation.

He has been a guest lecturer on world best practice for the executive management programme at Monash University’s business college (Mt Eliza campus); an adviser to and key note speaker for the Singapore Productivity Association and a consultant to many major Australian and overseas corporations and government departments.

Read more about Brian Clark Here

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