Hire Slow, Fire Fast

Hire Slow - Fire Fast

This is great advice, but hard to follow.

Hire slow: Often businesses are in a rush to get a replacement or to fill an urgent open position.  But despite the need, you should always slow down the hiring process.  It may seem counterintuitive, but a slower hire after deliberation and careful consideration may result in a much better fit, and longer tenure. Less hires and less turnover is always better when it's due to getting the right people.

Hiring tip: There are two essential elements of a successful hire.  Attitude and ability to learn the skills and tasks of the position.  (See future post about this!) 

Fire Fast:  This isn't about firing someone in the first hours of employment. That's not a wise idea.  You should give people time to let their guard down and show their true colors.  It might take a couple of weeks to see if a person is able to do the job ... and match your companies culture.  (BTW, that should be the culture you are looking to create in your business, not necessarily the one that actually exists. )

Firing Tip: So what is "fast"?  I would define this as anytime during the new hire's probation period.  It's important for new hires to clearly understand the parameters of their probation and how it impacts their ability to maintain employment.  Releasing a person from employment during their probation period is far easier than once the probation period is completed.  If you are nearing the end of the probation period and you are still not sure, it may be better to extend that probation period for good reason.  One additional thing: Give positive and negative feedback to new hires.  Let them know ahead of time if they are not meeting your expectations.  Discharge, even during a probation period, shouldn't be a surprise, except in certain circumstances.  

Hiring Is About What Your Company Needs

It's not about being a jerk, it's about protecting the success of your business and the success and happiness of all of the other members of your team / business / practice. A bad hire can impact the business and thereby impact the job security of all who are employed by the business.  You are responsible for many employees, not to one.   It's also important to remember that the primary focus of a new hire is on their role in the business, not on providing a job to them.  

What is your focus when you are hiring someone?

Is it about "filling a position" or about getting the right person?

That's the absolute first question for successful employee hiring.