A Pill for the Hiring Hangover

Written by LauraRenner Published in

Thought Leader Blog Post

I’m currently training for my first marathon. I do not mean to imply that there will be more marathons, but rather that I have never run one before. This weekend, I ran 20 miles non-stop for first time in my life. Upon completing this run, I was mixed with elation and pain. I first hobbled to the gas station where I had parked my car and bought two bottles of Gatorade, which I drank while sitting on the curb. When I finally stood up to stretch, I was in enough pain that I actually considered forgoing the stretches. But I thought to myself, if I don’t stretch now, I’m going to be in even more pain later. And when I got home, I promptly took an ibuprofen. I had the same thought, “this is to prevent pain from happening later.” While I waited for the ibuprofen to kick in, it dawned on me that we often take pills to prevent pain later.

My girlfriends and I take a pill at the end of each day on a snowboarding trip. We aren’t in pain when we take them. We are helping our bodies to face the pain that will come later so that we can ride just as hard the next day. Same goes for a night of drinking. Though I’m sure you don’t party as much as you did in your twenties, when you do indulge in a few libations here and there, your bodies don’t recover as fast as when you were in your twenties either. When this happens to me, I drink a glass of water and take a pill before I go to bed. Why? To prevent the pain of a hangover in the morning, of course!

At some point in our adult lives, we began taking pills to prevent pain in addition to alleviating existing pain. We had gained the wisdom to know pain was coming.  When we're starting a business - perhaps we should apply that to our hiring practices too. We know that making a bad hire will cause a lot of pain later. What kind of pill can prevent that pain? For hiring, a pill to prevent that pain from coming is to use a robust hiring process. Some ways for that include knowing what you want, consistent screening, and objective evaluating.

• Know what you want: Don’t just describe the job itself; determine what kind of person would succeed in that job. For instance, no two HR managers are alike. Know which kind you want before you even start looking.
 
• Consistent screening: Ask the same questions when reviewing resumes and conducting interviews. If you’re not asking the same questions, comparing candidates is akin to comparing apples to oranges.
 
• Objective evaluating: we’re all susceptible to our natural human biases. Evaluate your candidates against the criteria you came up with when defining the job.

This will help to prevent you getting fixated on an attribute that may not be that important or hiring someone for the wrong reasons. Don’t let a hiring hangover prevent you from growing your business! Take a hiring pill before you start looking for your next employee.



Thought Leader, Laura Renner, helps business owners make smart hiring decisions by getting them to hire with intention. She works with businesses on developing their hiring strategies and systematizing their hiring processes. Laura believes that surrounding yourself with people who are going to make you better is the only way to ensure you're maximizing your life.

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