Patience is crucial in search for the right person

Russell Bell PHOTO/FILE

One of the biggest decisions a business owner can make is the one about "when is the right time to hire" (or not, as the case may be).

Being an accountant by qualification the natural inclination is to "run the numbers" and determine whether bringing on new resource will work financially. And being a risk manager, I could then turn my evaluation towards understanding the environment and then mitigating any impacts of the economy, which is turning around under the current government.

If you are now on the lookout for the right person, like many businesses before you, it is likely that you will write a job description and determine the exact functions and work you want this person to undertake. But you should also review your own goals, how the business serves you to achieve your goals, and how another resource will contribute to the ultimate end result you are aiming for.

This is the most important component, followed closely by an excellent business strategic plan - and it is likely that yours will require a bit of updating in light of the above.

It is extremely important that you get the right people to help you achieve your business goals. So your interview process needs to be rigorous, because ultimately your strategic objectives will rest on how the people you hire support you and contribute skills and outcomes.

I am a big fan of profiling. My profile is creative and performance-based, so to complement these strengths I would look for someone who is task-focused and a finisher. You will know what profile you are intuitively, but I recommend you investigate profiling tests for you and your staff to see if you have a balanced organisation. Balance can power you to success.

Once the search begins - and it's important that it is not drawn out like The X-Factor - be willing to invest time and wait for the right person. Some of the worst decisions made in business can occur where a hire is made to fill a gap and/or there is not enough rigour and analysis behind the decision.

Get references of past performance and have a question list which directs the referee to answer the important strategic questions for you.

A really important consideration is that a referee could, for various reasons, actually be happy to see the person you are interviewing leave! So ensuring your questions are appropriate and dig beneath the surface is key. Where possible, visit the referee in person so you can read body language and any non-verbal cues that could give you insight.

In closing, we need to remember the importance of hiring the right person and being patient in the search. If you want to review your organisational design or assistance in hiring, email me at russell@zenith-solutions.co.nz or phone 021 244 2421.