Hiring is like Selling a Home

pablo-20This month marks 10 years living in my current home. The first place we lived as a married couple, was a condo. We used a realtor to sell it. He did a great job organizing Saturday open houses so we could show the place to as many people as possible, Hours and hours were spent walking people through the rooms, and answering questions. Eventually, we sold the condo and bought a starter home.

After seven years our family outgrew the starter home and we decided to sell it in order to build a home more suitable to our family’s needs. This time my wife and I decided to sell it on our own, nothing against Realtors.

Again we decided to hold an open house. This time the announcement included as many details as possible, such as selling price, the year built, the size of the home, the size of the lot, the number of bedrooms and bathrooms, paint and carpet color, brand of the appliances, schools near the home, distance from the freeway, and more. The idea being to give potential buyers tons of information about questions they’d inevitably ask.

When the day came for the open house we saw far fewer people than expected. In fact, only a handful showed up. However, two couples expressed interest in buying the home – seven days later it was sold to a young couple looking for a starter home, in a good neighborhood near certain schools, where they hoped their children would one day attend.

See it wasn’t about finding lots of people to look at the home. The goal was to find one person willing to buy and with the financial means to do so. In this case, the young couple who pulled up in the small rusted car – they were the ones (and they paid in cash – no loan needed, but that’s another story).

20161207_152446-01Hiring is no different. Hiring is about finding one person to fill a specific role. It’s not about a bringing in dozens of applicants and vetting them all out – It’s not Celebrity Apprentice. It is about finding one person willing to work for your company, in that position, for that pay – who has the current skills and future potential, and that fits into your company’s culture.

Again, the goal is to find the ONE.

Once you’ve found someone who meets your criteria – offer them the job. Don’t spend any more time. Don’t risk losing them. After all, they might end up finding another “home to buy” that’s just as appealing.

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