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| Welcome Business Managers
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Vol 1, No 2, June, 2002 |
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This month we talk about the search for
the "perfect
10".
My husband, Don, and I rented
"10"
last week and I'm
happy to say that (like Don) the movie is a classic that
has withstood the test of time! Watching Dudley
Moore
chase after Bo Derek for two hours reminded
me of
many managers who approach hiring the same way! If
you're in relentless pursuit of the perfect "10," here's
some thoughts that may shorten your search and ease
your frustration.
Thank you for your interest; please don't hesitate to
click "reply" and send us your comments.
Betsy Harper
Managing Partner
Sales and Marketing Search
P.S. Thanks to the many who sent us feedback on our
launching of "Framing the Issues."
It was great to hear
from you all with hellos and comments about stealing
from the competitor. It's fascinating that most of you
agree with Sr. Bernadette!
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| In Search of the Perfect 10 |
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Last month we started a search for an International
Sales and Marketing Manager for an application
software company. When the hiring manager got
through his long "wish list" of specifications and
qualifications, I thought, "Wow! I think I'm on the
quest for the Holy Grail - or at least a Bo Derek who
knows how to sell and market software!" Yes, our
hiring manager had fallen into the pitfall of searching for
the perfect 10-and that can be expensive and
frustrating.
With the current candidate pool robust, the
predisposition towards finding perfection is as strong as
ever. . Don't get me wrong - there's nothing wrong,
and everything right, with the pursuit of excellence.
The real issue for most hiring mangers, however, is
when dogged determination to achieve perfection in
hiring becomes a vice rather than a virtue.
How This Happens or "The Best of Intentions"
Good hiring begins with a job description and a hiring
profile. When developing the hiring profile, we define
the ideal candidate. This is our "wish list." But, the
problem comes when our "wish" does not materialize.
You know how it happens, one candidate you interview
is strong in one area, but not in another. The next
candidate is strong in the other area, but lacking in
something else. After seeing three or four candidates,
what you really want is a composite - a "10" made from
the four candidates.
This happens because you haven't
asked yourself what you absolutely MUST have and
what is actually nice to have but non-essential. This is
called making choices and, unfortunately, life is full of
them!
Incidentally, in my experience hiring managers who
repeatedly find themselves in relentless pursuit of
a "10" often hold out because they have a fear of
being wrong - of hiring the wrong person. If you're
overly concerned about making mistakes because you
believe it will end your career, you are also missing out
on opportunities. Remember, good managers assess
and embrace intelligent risk, not avoid it.
Here's What to Do
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BE HONEST and frank about what you really
need. Separate what the specifications the candidate
MUST have and what would be NICE to have. It's like
buying a house-there may be a big difference between
what you want, what you need and what you can
afford.
- MAKE CHOICES
about the relative
importance
of what's on your list. Is industry experience really
essential? Do you really need a minimum of five years
selling experience? Or would three years do? If you
must, assign a value of 1 to 10 (thanks to Blake
Edwards for putting that in our lexicon!) on each of
your specs and then stack rank them. But, MAKE
CHOICES. As a manager, that's what you're paid for!
- WHEN YOU HAVE A CANDIDATE WHO'S OVER
THE BAR - HIRE HIM!
The time you spend waiting
for
the perfect 10 costs you money. Every day you have
a territory unfilled is a day that means you may not hit
your numbers. And, as Dudley Moore discovered, even
the 10's ain't all they're cracked up to be! (But, that's
discussion for another time.)
Remember, your job as a manager is to find quality
people who can do the job and to continue developing
them to their full potential. Sometimes you strike it rich
and Mr. or Ms. Derek strolls right into your office ready
to "hit the ground running." In most cases, however,
you'll have choices and tradeoffs in the hiring process.
It's just the way of the hiring world!
How do you feel about waiting for the perfect 10?
Click
here to let us know!
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| It's Off to the Movies (or at least the video store!) |
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If you haven't seen it in 20 years (or haven't seen it at
all!), Blake Edward's "10" (1979) really does
withstand the test of time.
Dudley Moore is absolutely charming as George Webber,
a middle-aged LA songwriter in the throes of a mid-life
crisis. Briefly glimpsing the newly wed knockout
Genny Miles (Bo Derek) he then proceeds to pursue
her. But, like real life, his dreams were much better
than the reality.
It's a charming romp. And, we'll never hear
Ravel's Bolero again without thinking of Dudley
Moore and Bo
Derek!
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| Nothing Succeeds Like Success |
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We just love our client, Welsh Consulting, a computer
networking consulting firm
in downtown Boston.
Why? Because they really know their target market
and they focus, focus, focus! Serving financial
services firms, law firms, venture capital firms and
professional service firms in downtown Boston, Back
Bay and Cambridge for over 18 years, Welsh Consulting
has a solid reputation for great service and they've
grown every year because of it.
We are happy to be part of their continuing growth
strategy, helping them to hire their first Business
Development Manager. We hired them a terrific person
with a sales and business development background in
recruiting and IT consulting.
Click here to find out more about Welsh Consulting
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