One of the biggest challenges that you will face as an business owner is learning how to let go of certain tasks so that the business can run without you. The only way to do this is to find responsible, reliable, hardworking people who will take over those tasks.
However, you can’t just hire anyone. You have to hire what I like to call “A players.” “A players” are grinders, they are dedicated individuals who are looking to make a difference, work hard and be a part of something—people who will really make your business shine.
A players are NOT excuse makers, they don’t look for vacation time, they don’t show up late and leave early. A players make things happen, they fix problems and go above and beyond to make your business better. A players bulldoze their way through life and aren’t looking for shortcuts. These people make opportunities for themselves and others, they are passionate and motivated. A players are highly successful at whatever they do because they are hard workers. A players think of the future and make opportunities for themselves, nothing stops an A player from achieving their goals.
B&C players are lazy, they look for every excuse NOT to work, they are people who play the “victim” role and look for sympathy for why they aren’t where they want to be in life. B&C players complain about how things could have been different, they’re afraid of hard work, afraid to take risks and move through life like sheep. They focus their time on criticizing others, criticizing the system, complaining about why successful people are successful and making excuses for why they aren’t, they don’t understand the concept of hard work and are constantly looking for free handouts. These people will go from job to job always blaming others for their lack of success only to wake up 30 years later living paycheck to paycheck still complaining about “how things are just unfair”.
Most of the people who interview for a position will not be “A players.” They will be B&C players, people who can only drag you down. Those people take up time and energy that could be spent on growing your business.
Of course, as you can imagine, hiring an A player isn’t easy. Here are a few things you can do to make sure you’re getting the best of the best.
Call their previous or current employers.
An “A” player has no problem providing previous employers who can say good things about them. They tend to leave their employers on good terms and for good reasons.
I have had numerous “A” players working for me. If anyone ever called me for a reference I would have only good things to say.
Of course, this only works if you’re actually going to call the references that your candidate provides for you. Most employers don’t call and check references, and only ask for them as a formality. This is a mistake.
There’s an idea floating around out there that former employers won’t say anything bad anyway, simply because they don’t want to get sued. But that’s actually not true, most employers will be honest about a previous employee and will at least give you a hint not to hire the person if they were a problem.
The employers of B players and C players may not say anything bad. But they won’t be super-enthusiastic either. They’ll just offer basic information and answer exactly what you ask. Their focus is on covering their backs, and that’s okay.
An A player employer will offer up more information. They’ll do it with enthusiasm in their voice. They’ll especially do this if you ask some really probing questions.
Here’s a nice example from an older Jay Goltz column in The New York Times “You’re the Boss” blog.
Not long ago, I received a call from a furniture-store owner who was checking the references of one of my former employees. He introduced himself, and got right to the point: “I’m calling for a reference for…” He named a former saleswoman.
I immediately said, “She’s very nice!” Which she is. He went on to explain that he was excited to hire her because of all her contacts. I didn’t say a word. He thanked me and we finished the call. He never asked if she really had contacts. He never asked how her sales compared to those of our other salespeople. He never asked why she left. He never asked if I would consider rehiring her.
In this case the “nice” saleswoman was probably a “B” player, since the former employer didn’t want to volunteer information. An “A” player might have elicited a response like, “Yes, I’ve never met anybody who is better at business networking than she is.” With that being said, asking the question directly would have yielded a lot more information than a neutral comment did.
It’s not about uncovering problems. It’s about uncovering excellence.
Avoid Job Hoppers
I know that conventional wisdom says that people jump from job to job all the time now. But I prefer to hire someone who has a long track record of work history. Someone who jumps from job to job is usually not an “A” player.
Why would I say that? Because smart companies work to keep their A players, and smart A players choose companies where they will be a good fit. A players even evaluate the financial realities of a company before accepting a job, just to reduce their chances of getting laid off. A passionate A player also puts his heart and soul behind the company mission and wants to help the company succeed. That’s not the kind of person that just up and leaves a company with ease.
This goes double if you’re a start-up. Just check-out these words of wisdom from the “Both Sides of the Table” blog, written by Mark Suster, who has been both an entrepreneur and a venture capitalist. I have my issues with VCs, of course, but that doesn’t mean that someone who has played both roles won’t have some good wisdom to share.
You’re a startup founder. You have tough choices to make about whom you hire on your team. You’re going to have some great days when you hit it out of the ballpark. Everyone loves you. Your older sister saw you on TechCrunch. You have Google guys sending you CVs. Then your competitor launches better [stuff]. Google offers your product for free. You start fighting with your co-founder who you thought understood. Your revenues are “just around the corner.” Your angel investors are nervous because the VCs aren’t moving that fast to fund your next round. They’re not committing quickly to that bridge.
Now is the time you need “all hands on deck.” That awesome gal you hired in engineering has job options and she knows it. Your biz dev guy has a Rolodex and friends bugging him to join their startup. And he has already vested 75% of his stock options at your company. Job hoppers are the first people to the door. They’re self-centered. They don’t have a sense of loyalty to you despite the risks you took with them. They don’t understand the word commitment.
An A-player, by definition, is right there beside you when the storms are raging. You’re only going to find those types of people by looking for a pattern of commitment.
In the same vein, if someone is unemployed, be skeptical. Find out everything you can about why they are unemployed and how long they’ve been unemployed. Yes, I know that our economy recently imploded, and I know a lot of good people went without jobs for a long time. But don’t just assume it was all outside factors. And understand that there is a big difference between hiring people that need a job and hiring people who want to work for you. You want the latter, every single time. Someone who works for you will be passionate about your company and your mission. Someone who just needs to work is in a different mindset altogether.
Hire slow, fire fast.
There is never a good reason to rush a hiring decision. If you do rush a hiring decision the only way you’ll ever find an A-player is by sheerest chance. You hold the cards, so take your time. The right one is not going to get away from you. Remember, the right one wants to be there.
And if by some chance you do make a mistake it’s better to cut that person and move on quickly so that you can find the right person. You don’t have time to train, coach, and cajole a C player into an A player. If your B player is borderline, could be an A player, and is very committed and enthusiastic you can make a judgment call about offering some help, but only if you think that person can become an A-player and will become an A-player quickly. Otherwise, stop wasting your time, because you don’t have it to waste.
If you’re trying to make that call ask yourself if the employee does what you would do. I consider myself an A player, and so when something happens I ask if the employee did what I would do. This isn’t so much a matter of skills as it is a matter of commitment and drive. Let’s say an employee calls in sick during their first week. You look outside and see a snow storm. What would you do?
If you were an A-player you probably would have gotten up early, left an hour early to be on time, and made sure you were there. And if you were sick, you’d have waited for your boss to make that determination and allow your boss to send you home instead of calling in. If that employee’s behavior doesn’t match then you’re dealing with a B or a C player who doesn’t care enough. Fire fast, and find someone new.
These are harsh truths. But they are truths. Payroll is always going to be one of your largest expenses and one of your biggest stresses. And yet you can’t create a real, profitable business without employees. Seeking excellence and demanding excellence are the only ways that you will ever free your organization to be all that it can be.