Of all the tasks I’ve found small business owners to detest, hiring usually takes the cake. Understandably so, doing it well takes time, and the benefits to being thorough are just far enough beyond the horizon that it’s even easier to get frustrated. The temptation to play it safe, to hire within the confines of predictability, can be alluring. But let’s pause and think: What are we truly seeking in our team members? A forecasted tenure or an untapped potential in waiting?
From my personal journey and those I’ve had the privilege to work with, a recurring truth emerges: Predicting life paths is a venture into the unknown. We seldom chart our own with certainty, let alone decipher the intricate maps of those we meet in life. The essence of hiring transforms when we shift from seeking safe bets to embracing those aligned with our vision, ready to elevate our collective ambitions from day one.
Consider this — on two distinct occasions, I stepped into roles that were presumably temporary. Yet, these opportunities unfolded into pivotal leadership positions, steering substantial parts of the businesses for years. This isn’t just my story; it’s a testament to the potential that lies in open-minded hiring practices.
The narrative of scarcity, of holding back for fear of loss, does little but constrain us within a self-imposed cage. It’s a lesson I learned myself. The departure of a key team member one time seemed like a it would be an impossible hole to fill. In the search to replace the person I interviewed a business owner who wanted to join our team for reasons beyond my understanding at the time. His expertise became the linchpin in advancing our production technology, propelling us to unprecedented heights. His journey from a curious participant to a leading beverage packaging specialist in Ontario underscores the transformative power of embracing top talent, irrespective of their conventional fit within our narratives.
Hiring with a mindset geared towards minimizing hassle or averting loss is antithetical to growth. It’s a subtle shift from viewing hiring as a chore to recognizing it as a cornerstone of leadership — a continuous process that, when approached with an openness to potential, can lead to unforeseen avenues of growth and innovation. Put another way — if we are hiring people solely on the basis that we don’t think they will leave — we are highly unlikely to attract the best talent available. When we bring in top tier talent it can elevate the entire operation and stoke new inspiration. We are going to have people apply for jobs from time to time that are legitimately looking for a change in career, and it might not make sense to us why they would want to work for us. That is why we ask them — if they have a good answer, it’s not our place to doubt their integrity. If they are coming from a different industry, try not to get lost in the differences. The hardest skills that are almost most difficult to train are all transferable. The fresh perspective an outsider can bring — in my experience — often helped to break open puzzles that people entrenched in the problems could not.
To cultivate a culture that thrives on transformation and growth, we must embrace the courage to hire not just for longevity, but for the boundless potential each new hire can bring to the team. Let’s not confine our teams to the limits of our current vision but empower them to expand it beyond what we can presently imagine. If your hiring strategy feels like it needs inspiration, we can probably help. Reach out for a strategic assessment and see if our holistic processis right for your organization.
