{"id":53764,"date":"2021-11-09T10:11:47","date_gmt":"2021-11-09T14:11:47","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=53764"},"modified":"2021-11-12T08:57:51","modified_gmt":"2021-11-12T12:57:51","slug":"right-person-for-the-right-job","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/right-person-for-the-right-job\/","title":{"rendered":"How to Find the Right Person for the Right Job"},"content":{"rendered":"\n

Why is it better to hire an expert<\/a> to do a difficult job for you rather than trying to do it yourself? How can you go about finding the right person<\/a> for the right job?<\/p>\n\n\n\n

In their book Who Not How, <\/em>Sullivan and Hardy say that you will always be better off hiring somebody to do a job for you than trying to figure it out yourself. Not only are you guaranteed to get a better result, but it may even end up cheaper than if you try to do it yourself and end up making the situation worse.<\/p>\n\n\n\n

Here’s how the authors recommend finding the right person for the job.<\/p>\n\n\n\n\n\n\n\n

Hiring the Right Person<\/h2>\n\n\n\n

Before we delve into the benefits of doing so, let\u2019s explore the Who Not How<\/em> authors\u2019 method for finding the right person for the right job. Use this method when you write the job description<\/a> for any prospective hire, no matter what role you\u2019re trying to fill.<\/p>\n\n\n\n

First, Sullivan and Hardy say, make sure your vision and purpose are clear. <\/strong>Doing so is critical to helping the right person find you, the authors explain\u2014someone out there has the skill set you need and they\u2019re looking for an opportunity to use it to achieve something great. Offer a goal the right person will be proud to have accomplished; this way, you establish a relationship that benefits both parties (no expert<\/em> will be drawn to a task that doesn’t offer them value). To ensure your vision is clear and that you can communicate it well, write it down.<\/p>\n\n\n\n

(Shortform note: There\u2019s another reason that you need to know exactly<\/em> what you want when it comes to hiring experts: If you don\u2019t provide a clear vision and focus, <\/strong>you\u2019ll lose control of your business<\/strong><\/a>.<\/strong> An expert is confident in his knowledge and skills, so he\u2019ll have his own ideas regarding how best to use them. If you\u2019re not clear about what you want, he\u2019ll do what he<\/em> thinks is best, and the outcome will blindside you.)<\/p>\n\n\n\n

Then, the authors say, determine what kind of person you need, and find that person. <\/strong>For example, if your goal is to build a library in New Orleans, you probably need a licensed architect with experience designing hurricane-proof buildings. Chances are, you don\u2019t know how to find someone like that, so your next question should be, \u201cWho can help me find the person I need?\u201d Communicate your vision<\/a> to that person, and let them<\/em> find you the expert you need. <\/p>\n\n\n\n

However, the authors note that if you make your goal concrete enough, you may not have to find someone to seek out experts for you. According to Sullivan and Hardy, when the right person\u2014someone who can efficiently provide excellent results\u2014understands your vision, he or she will be drawn to it: They\u2019ll seek you<\/em> out.<\/p>\n\n\n\n

(Shortform note: Talent acquisition firms highlight two behaviors critical to finding the \u201cright person\u201d for a job<\/a> that Sullivan and Hardy don\u2019t mention here. First, use your existing personnel as a resource\u2014assuming you treat them well, they\u2019ll happily recommend you to any capable connections. (If employee satisfaction is low, perhaps hold off on this until you can be sure your people will have good things to say about the company.) Second, accept that finding the right person will take time: The more specialized the task, the more time you\u2019ll have to commit. If you try to rush hiring, you\u2019re more likely to take on someone underqualified or unsuitable for the role.)<\/p>\n\n\n\n

Focus on Results, Not Cost<\/strong><\/h3>\n\n\n\n

Hiring personnel, or the \u201cright people\u201d for each task, will cost money. However, the authors caution you against thinking of personnel as a cost<\/em>\u2014a spend that returns nothing. Rather, they argue that personnel are an investment<\/em>\u2014a spend that creates value.<\/p>\n\n\n\n

Indeed, Sullivan and Hardy argue that the concept of \u201ccost\u201d holds you back in almost every arena<\/strong> because you hold on to money when you\u2019d be better off spending it. They explain that every time you \u201csave\u201d money, you chip away at the value of your eventual result: You use cheaper materials or less skilled labor. In the end, you\u2019ve \u201csaved money,\u201d but your product is less valuable, which devalues your business and the time you spent and diminishes your earnings and outcomes.<\/p>\n\n\n\n

(Shortform note: A cost focus causes even more harm than the authors suggest: Managers who focus on decreasing expenses and increasing revenue tend to create rigid systems that leverage threats of punishment and failure to control personnel. This often leads to progressively worse<\/em> outcomes<\/a>. Such systems further disincentivize investment because instead of doing their best, each employee does only enough to avoid punishment.)<\/p>\n\n\n\n

On the other hand, Sullivan and Hardy say, when you prioritize results over cost, your best move is always to invest in personnel<\/a>. <\/strong>An investment-minded entrepreneur asks, \u201cWho can I hire to achieve the best result?<\/em>\u201d Hiring an expert guarantees a stellar result, so don\u2019t worry about how to solve your problems or realize your vision. Just find the right people<\/a>, and invest. <\/p>\n\n\n\n

(Shortform note: It\u2019s becoming increasingly popular to focus on people over profits, but research suggests that, as Sullivan and Hardy argue, it\u2019s crucial to focus on results and<\/em> people<\/a>. However, studies also show that it\u2019s tough for any one person to do both: Those who score high on people skills tend to score low on the kind of analytical thinking<\/a> that prioritizes results, and vice-versa. You\u2019ll want to hire a balanced team to ensure equal advocacy for both priorities.)<\/p>\n","protected":false},"excerpt":{"rendered":"

Why is it better to hire an expert to do a difficult job for you rather than trying to do it yourself? How can you go about finding the right person for the right job? In their book Who Not How, Sullivan and Hardy say that you will always be better off hiring somebody to do a job for you than trying to figure it out yourself. Not only are you guaranteed to get a better result, but it may even end up cheaper than if you try to do it yourself and end up making the situation worse. Here’s<\/p>\n","protected":false},"author":8,"featured_media":53771,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[45,14,30],"tags":[531],"class_list":["post-53764","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","category-management","category-work","tag-who-not-how","","tg-column-two"],"yoast_head":"\nHow to Find the Right Person for the Right Job - Shortform Books<\/title>\n<meta name=\"description\" content=\"Rather than trying to solve every problem on your own, the Who Not How authors say you need to hire the right person for the job. 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