Would you hire a a chef to be a music teacher? For most, the answer is no. Why? The logical answer is because a chef doesn’t have the right skill set to be an effective and successful music teacher.
The same thought process applies to all areas of skilled careers. Ensuring that you are hiring the person with the right qualifications is priority #1 when filling a position. Again you may ask, “why?” The answer is simple, yet complex. If you find the right person (that possesses the necessary skill set and experience) for the job you are giving your company an edge towards success.
An initial step that must be taken in this process is identifying the goals and needs of your company and then using those to drive the recruitment & hiring process. This preliminary identification of goals and needs allows you to identify the skills and expertise that you should be looking for in order to fill the position with an individual that can achieve results.
A perfect example of this would be the recent hiring of Anthony Williams at Four Season Resort Las Colinas. The course knew that they had issues and were experiencing fallout due to them. They identified their goals and needs and found the best candidate for the job, Anthony Williams. In six short months he has used his knowledge and skills and transformed the course into a location that is once again worthy of the Byron Nelson tournament. I would like to congratulate him on all of his hard work and the excellent results he has achieved.
Results, that really is the bottom line, isn’t it? It may seem like too high of a cost to hire someone with a $100K+ salary, however, what if you hire the person with a $50k salary that doesn’t have as much skill or experience/expertise and the goals don’t get accomplished? Or worse yet, service and productivity declines. The old saying “You get what you pay for” can definitely come into play. To avoid these circumstances it would seem the best course is to identify the goals and needs and then choose the best candidates based on where you want your company to go. Then once you know you have the best person for the job, let them do what they do best.