Leaders don’t wait for the perfect employee; they hire someone and make them perfect. Dealing with people is complex. Recruitment can often be straight forward. It can also be mercurial. When you are making a hiring decision, don’t look for a perfect fit, look for someone you can transform. Identity and competency are two foundations for every job. Hire someone with an identity that suits your job description, then make them competent in the role. Often this involves just letting people get on with the job by themselves.
When you are hiring people for your SME business, look for people who are going to fit into your company culture. The father of modern management, Peter Drucker, said, ‘Culture eats strategy for breakfast.’ Knowing your company culture when you are hiring new recruits means that, you will be able to position your human resources strategy on top of your company culture. In fast-moving markets, like SE Asia, pragmatism is a key competency for leaders and managers. Intelligence is the ability to adapt. So hiring new staff who can adapt quickly is essential. Transform your corporate culture to a positive work culture by transforming your employees.
Finding naturals for the roles you are seeking to fill is the next step. A person’s personality fits a category of fields. Accountants are often introverts, sales and marketing professionals are extroverts. Try recruiting good people through your network. Remember: good people recommend other good people. It doesn’t always work out. So try out various recruitment channels. Make sure your job advertisements have clear job descriptions. Read the job applications carefully. Read between the lines.
Getting the job done effectively involves competency. The ability to get the desired results. When you are screening resumes, look beyond company names to the competencies the applicants have acquired. Learning is 10% training, 20% developmental relationships and 70% work experience. Watch your new staff as they become more and more competent in their roles. They will rise at different speeds along their learning curves. Your new hires will become perfect when they deliver the maximum payout for your business. Take care to monitor them. When they reach their comfort zone, it will be time to challenge them further. If you don’t do this, then they may create waves inside your business, or even leave.
Above identity and competency, you have your own and your staff’s aspirations. These may run deep down, and you will find some of your staff will leave to start their own dream business. Others will feel frustrated within the role you hire them for, and move on to a new company. In Asian markets, like China, the salary offered may be important for ambitious, young people. Make sure the salary offered is aligned with the external market and within the pay scale in your own company. Get to know your staff by having informal chats with them, frequently. This builds trust. They should open up. Then you can listen to their dreams.
While you are making your new hires perfect, you should be aligning them in your team or teams. Make them perfect together. Building a high-performance culture involves talent management. In a country where there is not enough talent, finding, attracting, retaining and developing talent may be time-consuming. Headhunters may be able to help you. They will save you time with the search process. The best headhunters will offer you several candidates that match your requirements, then let you make the hiring decision.
Doing business in SE Asia requires pragmatism by you and your employees. This is essential to cope with volatility and uncertainty. Making your employees perfect, and perfect together, requires leadership. You may find it tough. You may make mistakes. No one is perfect.