Day 65 How to Lead by THE BOOK: Fire Them before You Hire Them!

In, How to Lead by THE BOOK I will present numerous strategies for recruiting and hiring the right people. Enormous importance must be placed on hiring smart because when you hire recklessly your efforts to train, coach, and mentor these new employees bring little return. This is because you will put time and money into employees who give you little to work with in terms of character, attitude, drive, energy or talent. And investing your time training someone without the right character, attitude, drive, energy or talent is little more than an exercise in damage control.

This is why I recommend that during an interview, you should do your best to eliminate the job candidate. In fact, hiring should be considered as an elimination process, and not an inclusive process. An effective strategy to this end is to share your core values and other specific behavioral expectations with a job candidate before you hire him or her. Let them know that you have non-negotiable standards for integrity, teamwork, attitude, attention to detail and the like. Describe what these behaviors look like in practice as well as clear consequences for those not living up to the standards. Someone lacking these essential qualities will quickly become uncomfortable and probably decide to continue their job search elsewhere. Good riddance!

There is a biblical principle at work supporting this strategy. The Bible says the following in John 3:20-21:

For everyone practicing evil hates the light and does not come to the light, lest his deeds should be exposed. But he who does the truth comes to the light, that his deeds may be clearly seen, that they have been done in God.

Frankly, many people are repelled by character-driven companies with high ethical standards and expectations because they know it is only a matter of time before their selfishness, dishonesty, and moral corruption–their darkness–isĀ  discovered and exposed by the light. Aren’t you better off to scare these folks off before they’re on your payroll, lowering morale, mistreating customers and co-workers, and destroying your culture and leadership credibility? The best time to fire is before you hire!

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