What does hire slow and fire fast mean? I learnt this adage from Barbara Cochran of SharkTank.
It’s best to have a team of 2 great people working under you that have your best interests at heart than have a team of hoodlums wasting your time in the name of a paycheck.
Have you ever scrutinised the hiring process of a fortune 100 or 500 company? What did you notice?
When hiring, stop looking at academic qualifications.
Academic qualifications while awesome don’t mean someone is dedicated to what you are; some hired don’t see the future you see and won’t help you build it any matter how much you pay.
Instead of wasting time asking people to submit their resumes, ask people to tell you why they want to work for you, why are you the best match for them.
Ask these new employees, to show you your best work.
Give them a glimpse of how you work so that they understand how things are run in your company.
Make your HR (Human Resource Department) take their time in finding the best candidate for you and not rush the hiring process.
After hiring, give probation of paid 6 months. Train your employee to your standards, answer their questions and concerns and learn to understand your employee.
As I grew my freelance writing business and wanted to continue the life of this blog, I wanted to have a team of three writers including me contributing to the life of this blog.
I didn’t understand what the writers would do.
I knew I wanted articles produced and produced fast because the faster they were at production, the faster the blog would grow.
I regret not understanding what the hiring process was.
I hired and paid top dollar for some writers, who wrote a bunch of copy and paste articles from Google.
I didn’t ask them to sign a proposal for work.
I fired them faster than they could open their eyes.
That resulted in this blog stagnating and amazingly I went on to start a travel blog without seeing where this one was going, story for another day.
Before writing job descriptions and asking for workers, work the work, feel how it feels, understand the hiring process without looking at academic qualification.
Pay close attention to what the new workers do, because if you don’t, your work will be bogus or products will suffer quality.
Take your time to train your workers on how your business works.
Training them efficiently means, showing them without holding back.
If you hold back, they will keep running to you like babies eating candy, unless that’s what you want; workers that ask you, should I place an ‘s’ here or should I place a comma yet they know what do but are afraid because your training wasn’t efficient.
What Does Hire Slow and Fire Fast Mean?
In real life, most businesses do not have time to wade through a bunch of applicants to pick the ideal candidate for a job position while at the same time also running the business.
For that, most businesses hire too quickly and almost too casually. Hiring is the easy part, you hear hiring managers saying.
They talk about how many resumes they had to read little do they know some people hire professional resume writers to polish their lack of knowledge or passion in a business.
Some even go as far as ”attending mock interviews’‘ emulating the questions and answers employers ask in interviews.
Some people are so good that they will fake the skills for the job and impress you during the interview.
Choosing the best candidate isn’t trashing the resumes coming your way, it’s coming up with a strategy of how to get the best employee and also asking how will you retain them in your company?
Instead of concentrating on how impressive some resumes are or candidates are, why not look for the passion for your company? Stop asking already known questions like, ‘How did you hear about our company’, Why do you want to work for us, Why should we hire you?
Ask questions about your products; why the interviewee loves them?
Ask secret questions they don’t see coming. That way, all the rehashed answers can evaporate.
Don’t ask questions with answers all over Google.
For a business to succeed, you have to ensure that you get the right people on the bus.
This will save you a lot of expenses in terms of labour costs, time and emotional pain of laying off workers.
Hiring slow, firing fast means taking time to scrutinise someone before taking them in for a job and terminating their contract of employment quickly if things do not work out.
What It Means to Hire Slow: How to Hire Slow
To hire slow means to hire with purpose. It means taking your time to get the right people on the bus. People who are going to help you build your vision and achieve business goals. There is no success in hiring the wrong people.
This begs the question: When do you hire? and How do you hire?
How do you find competent and effective employees? How do you separate the diamonds from the gravel?
It is important to note that when you invest in hiring quality people, you are paid hundreds of times over.
Before hiring someone, be diligent and selective. Most businesses are very impatient and sometimes biased when they hire someone.
First off, invest time in getting very clear on exactly what you want and just as important, what you do not want.
Write a clear job description and define the skills and attributes required for long term success and not just the immediate issues at hand. Get perspective. Biases fall in when hiring people.
Prepare to meticulously interview and assess the candidates beyond skills.
Interview more than one person thoroughly and do not offer the job to the first person who walks into your company.
Have someone with a differing opinion during the interview process helps eliminate any bias or pity towards a candidate. You want to remain neutral. Compare your notes afterwards.
Call their last boss to make sure they did not burn the break room in their last jobs. Do a thorough background check. Do not leave any tables unturned.
Ask questions that make them think outside the box and check to see if they are willing to put all their resources into your company. Do they really value your business? Some employees have a tendency to drag around your premises acting like they care when they really don’t.
The harder you make it for applicants to apply to work for you, the better quality applicants you are going to get.
What It Means to Fire Fast: How to Fire Fast
To fire fast means to quickly let go of employees when things just do not work out.
While this act may grind the gears of employees because of how harsh it sounds, it is important to have the best interest of the company at heart.
Anything that is not going to contribute to the success of your business should be nipped in the bud.
There are employees who are just filling up holes in the organisation but are not really a part of the company’s team.
They creep around, laze about and are careless about how they handle their duties.
Identifying and firing these workers will help you to create a better business for yourself and for those who work for you
When business is not progressing as it should, chances are there are employees who are not taking up their tasks and performing their roles.
Before hiring new employees, take a look at your organisation and see who is not serving your purpose. Get rid of anybody who is not carrying their weight.
To fire fast, supervise your employees in order to see who is doing a lot of work and who is just slacking off.
If person A handles all the assigned tasks and some, while person B doesn’t, then person B has to be relieved of their duties to the company. Get rid of the dead weight.
Keep a track of employees overall performance and show them by metrics of your company that they are not doing their job. Then, you can let them go with much ease. Be ruthless about it.
Sometimes employees may underperform because of the business environment. How do your employees relate to you as their boss? Do you listen to them? Do you treat them with respect? Do you encourage them to speak up when they have a problem? In this case, give them a chance to redeem themselves and to redeem yourself too.
Motivate your employees and make them feel valued. Train them. Once all is done and they still fail to hold their end of the bargain, it is important that you let them go, fast.
Why Do Businesses Fail to Fire Fast?
Most businesses take ages to fire someone who is not the right fit. This can be due to a number of reasons.
One of them is that they stay in this bubble of thought that things will get better with time. That there is going to be a miraculous and spontaneous cure to the endless incompetence of the employee in question.
Some employees treat employees as their families. Or so it should be. This emotional connection that builds around the workplace between employees and their employers makes it hard for them to make the call on when and why they should lay off the incompetent workers.
Employers may also find the whole process of hiring a replacement a daunting task. It takes a lot of time and money to recruit. Most of them, therefore, want to act blind to the fact that there is an alarming need for a new employee.
When should you get rid of the incompetent employees? Why should you fire? How should you fire fast?
Benefits of Hiring Slow and Firing Fast
This criterion goes a long way in boosting a business’s longevity.
Growing businesses have more promise to achieving their goals and objectives as employees are geared towards sustaining the company’s vision.
Startup companies are notorious for hiring fast and firing slow. This is because they need enough manpower with no time to go through the whole recruiting process. For that, most startups, without proper strategies, fail to make it to the top of the ladder.
Firing fast ensures that the whole team is not jeopardized.
Lazy and incompetent employees are like cancer to the bones. It spreads. It is important therefore to lay off these workers so that morale is sustained and the remaining workers fix their eyes on the goal.
A good team is everything.
The hire slow, fire fast model also reflects on how much value the selected employees are. It makes them feel special and most work towards maintaining this reputation.
When employees learn that they could lose their jobs easily, they work towards protecting their position. Employees have needs beyond the workplace and in order for them to meet them, they cannot be out of a job.
Why Do You Need to Understand the Role You Hire For Before Hiring
There are hundreds of critical factors that go into managing a business for the best results.
One of the most important and crucial factors is finding useful employees.
Whether your business is a startup or a growing business, you are going to be recruiting new employees and getting rid of those not serving your purpose.
Recruiting is like a minefield and it is so easy to step into. The phrase ‘hire slow, fire fast’ has gone on for the longest time.
While some find this criterion attractive, other businesses see it as a potential red flag.
They argue that hiring slow and firing fast is tactless and inconsiderate to employee feelings and the growing number of unemployment cases in the world.
Successful companies and businesses however have given a lot of credit to this model.
They report that this approach has given them a clear structure and process on how to challenge and empower their employees for business success.
So in order to scale up your organisation or company, you need to hire slow and fire fast.
How do you hire the right person? Why do you do it? When should you get rid of the wrong people?
It is human to remember that we all make mistakes.
Firing fast should be rethought over and over.
Before you make the decision to lay anyone off, consider if they have brought much value into your company.
No one wants to feel that they are easily dispensable.
Don’t bring a gateman and tell them their work is to man the gate and open it for you, your husband. Tell them in detail exactly how to perform their duties.
Explain to them the dos and don’ts of the gate and how to run it effectively. You may think it’s straightforward work but every work needs details. Understand why you’re hiring before hiring anyone.
Understand the roles and responsibilities of your employee before bringing them onboard. The more you understand what and how your employee must do their job, the easier it gets for you to find the right candidate.
Are you considering getting an employee?
Who are you getting, your brother, sister, friend or a family member?
What role is the new employee coming to fill and why?
Do you know what the details of the roles are?
When was the last time you hired or fired someone?
How did it go? Did you hire fast and fire slow or what method of hiring did you employ?