012 - HIRE SLOW, FIRE FAST

Hire slow,  fire fast. Okay. I copped a huge amount of flack for this when I released it the first time, but there is a whole bunch of nuance here. I think a lot of people took what I meant to say as, no. Okay, one second. 16 higher, slow fire. Fast. I caught a huge amount of flack for this when I released it on my original list of a hundred lessons, but the reality is I think a lot of people took it to mean the wrong thing.  What I'm not advocating for is sending out a text message, sacking 3000 people in one go. I think that is not a human thing to do. It lacks empathy and it lacks any sort of humanity. . What I do mean though is that when you are hiring, you need to take the time to make sure you are hiring the right person with the right skills, and more importantly, the right attitude for the role that you are looking to recruit for.  And what do I mean by that? Well, most of you will have heard, I'm sure that when you're hiring, you tend. Hire people that mirror your own attitudes and your own experiences. And what that means is that you won't necessarily hire the right person. You'll just hire someone that looks or feels like you do.  Having a good process in place that takes the time to vet an individual by sending them through several rounds of interviews with people within your organization. You know, potentially getting them to do some sort of a task. And I'm not advocating this for all levels, but certainly, you know, entry levels, getting them to do some sort of task that.  Proves that they can do the job that you ask them to do is really important. And by having a great process, you'll hopefully find the right person that's gonna stick to your business for a long time. And why is that important? Well, there are surveys that have been done that suggest that the cost of hiring the wrong person.  Can run into the hundreds of thousands of pounds and that's in lost time from training, recruitment fees and just, you know, the morale that is dropped by having the wrong sort of person in your business. And when I say fire fast, what I mean is once you've identified that someone in your business has to go act on that as quickly as possibly do it the right.  right? So I'm not saying that you should just ring up this person and let them know that they don't have a job. Come tomorrow. Take them through your rationale. Figure out a way of doing it in a way that leaves them with their dignity and shows that you are a strong leader. Because when you fire someone, it will take something out of you as much as it takes out of.  Getting it done quickly means going through the process the right way, getting it done so that you can move on and the business can keep on growing.