Forbes published 1 Thing New Hires Can Do that Others Can’t. This article talks about the importance of getting a fresh perspective using a simple example.
I tell them that is why we hired them. To bring a fresh perspective to make us a better company.
The Intuit Small Business Blog published Can I Use Arrest and Conviction Records When Hiring?. The answer is complicated, but here are 6 things to keep you within the rules:
The New York Times published U.S. Push on Illegal Bias Against Hiring Those With Criminal Records. It discusses the pitfalls that need to be considered and avoided regarding looking at arrest and conviction records when hiring employees, including pointing out using criminal records in the hiring decision is illegal in many cases.
You’re the Boss published A Plan for Working on (Not in) the Business. The author, Jay Goltz, goes through the parts of the business that need to be examined to enable the business to get to the next level. The top 10 things to look at are:
The Intuit Small Business Blog published Why It’s Bad Idea to Check a Job Applicant’s Facebook Profile. Although I think it’s a good idea to check out the information job applicant’s post online, this article brings up some good points to be aware of if you decide to check social networking sites and what to look for.
Shortly after putting Get Rid of Poor Performers, They Cost More than Their Salary on my list of topics to write about I came across an article by Mark Suster titled Startup Mantra: Hire Fast, Fire Fast, that makes the same points. Suster hits the hesitations and fears people have when it comes to firing someone.
I don’t take any pride in letting somebody go. I recognize that it affects somebody economically, can affect somebody’s personal life and is one big blow to the ego. But if you’re afraid of firing people you shouldn’t be an entrepreneur. No startup company has any spare capacity for dead weight.
I’ve made every excuse to myself in the past, “I can’t fire him now, he owns the customer relationships and it’s a crucial point in our sales process.” Or, “I haven’t given him a long-enough chance to prove himself – let me see how he develops” or even, “it will have a big impact on morale because she is well liked. I can’t afford that right now.”
Suster also realizes these fears and hesitations are just delaying what needs to be done.
Trust me: if you know, you know. If you know, do it now. Things don’t get better. Your “Blink” instincts are right. You won’t patch things up. Delaying the inevitable is not going to make things smoother with your investors, biz dev partners, customers or employees.
Once you know someone needs to go you might as well get it over with. That way you can start moving on quicker and focusing on the work that needs to be done.