The “Free Agent Market”…and the next hire!
NBA free agency just started, and many teams are courting (no pun intended) high profile golden players in the league. There is an interesting component which every team is considering when they are putting their team together, are you?
Many companies have HR inside their operations, sometimes it’s the owner doing the interviewing. When you interview are you thinking about just the person you are hiring, or are you thinking about the way they will fit into your team and the chemistry they may create, or energy
they will potentially steal?
Basketball teams often overpay for the one big star they think they will need to either bring their team to the next level, or even just to sell more tickets, which in your case may be more product. But if that player ends up being a cancer on your team, how does it really effect you, or even set you back behind where you were before you made this new hire because of the damage you may have to repair?
Does HR (or you) know how to make the hire for the best player to fit in your team or better yet, your system to make the team excel? Even though it may not be the top candidate (who often seems to bounce from team to team), even though they are a great individual player (no names here in either league; the NBA or your industry).
Teams often talk of chemistry, because players who meld together just have a sense about them which works differently. I have played sports like many of us. There was one player I would get so frustrated playing against, we really irritated each other and would get under each others skin without even trying, and we were also both pretty good which probably contributed to that feeling. This one time (not at band camp), we ended up being on the same team, and I tell you we melded together so incredibly well, we knew each others movements like we had one mind, it was exhilarating, and we became hard fast teammates until they moved. I learned so much from that experience.
I also remember an Owner telling me the story of how he promoted the newer guy in his business to take over as foreman and second in charge of the company. He had four other employees who weren’t too fond of this idea and came to him expressing their dislike of the situation, letting the Owner know if he didn’t change it, the four of them were gone. The Owner agreed, and got rid of all four. He told me about how it was hard for quite a while he had to put on the Production Hat, he had (chosen) to go work in the field until he could replace these people, with the right hires. He also told me it was the best decision he had ever made, because all those cancers left with those four people. That was about 20 years ago, now that new foreman bought the company from the Owner, and now a former Owner, he is enjoying his retirement!
When you think about assembling your team, consider how this new person will fit in with existing players, are they worth the potential time it may take to fix when that convented player just doesn’t really fit the direction you want to take your team.
Consider having other key people involved in the interview process, observe their behaviors and interactions together, using this process as a “part” of your decision making, just like the former Owner who is now retired. The “Free Agent Market”…and the next hire!