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hire the best – a follow-up discussion

Recently I had a conversation with a colleague about my post on “hiring the best”.  Our conversation hinged on the implications on the manager of hiring less than the best.  Here are some of the key points from our discussion.

less overhead on the manager

Both of us were of the opinion that it is much easier on the manager to have more capable people on our teams.  Although both of us had many exceptions come to mind where some highly skilled people lacked certain soft skills.  We are of the opinion that well rounded and skilled people  need little to no guidance from their manager. These people are also able to offload work from us, thereby allowing to focus our time in other areas.

impact on the team

Will Smith’s interpretation of an old Confucius analect  is: “You are who you associate with” and this is definitely holds true.  In my experience, all it takes is for one person to raise the bar resulting in a positive impact on the team and those who deal with the team.

irritation factor

Then there is the irritation factor.  This is when the junior person is not able to meet the expectations, or  interrupts fellow team members to ask for guidance.  The irritation level can grow quickly if the person does not have the soft skills needed or the mental horse power needed to learn quickly and perform.

learning vs adaptation

A junior person requires time to learn and get up to speed.  They have to improve on multiple fronts:  They need to learn how to fulfill the role and also learn the skills needed to deliver the goods.  This takes time, drive and effort.  To contrast this where the more experienced/senior person can adapt to the new environment.  Because they already have the skills, they are able to simply slot into the role and start to deliver the goods.

financial impact

Having spent many years with startups; I am sensitive to the impact on the cash flow that a senior and experienced person can have.  I do believe that hiring the best that you can afford is the best option for all concerned.  The return-on-investment (ROI) for the more skilled person far outweighs costs and in most cases I believe that a skilled person with soft skills is worth way more than a more junior and less capable person.

time

For the most part, the more junior the person, the longer it takes for them to be fully productive.  The more senor people are able to be productive in days or weeks and not months or years.

flexibility

This can be a massive challenge and I have seen ot go both ways and therefore is one of my hiring requirements now.

capability

By hiring the person that is most capable also increases the team’s capability to deliver more and faster.  Because the team is more capable, they are able to achieve more and therefore win more.  Winning leads to more winning.

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