All things in life seem to come with a chicken and egg debate. Which one came first? In business ownership, one of those questions often sounds like this: Is it better to hire someone with great experience, or should you bring in someone younger and train them up?
That is the dilemma we are diving into today, and I think it will be really helpful for you.
Before we get started, I also want to make you aware of something new: The Dickie and Donny Podcast right here on the Business On Purpose channel. If you scroll through some of the previous episodes, you will find The Dickie and Donny Show. That is Shawn and Brandon, two of our incredible BOP coaches, who come together for a super fun and whimsical look at the challenges business owners are facing. They walk through a lot of the tools within our operating system in a lighthearted, practical way. Be sure to check it out.
Now, back to the hiring question: Do you really need world-class talent, or can you develop someone younger?
The Misconception About World-Class Talent
There is a common misconception that business owners must always seek out world-class talent, which usually means overpaying. But here is the reality: exceptional talent often comes with its own set of baggage.
When you hire a top performer, you are not just managing their skills. You are also managing their quirks, demands, and potential difficulties.
Lead Well.
If you're looking for more resources to work ON your business, we have them.
A Story About Treasure in a Field
This reminds me of an old story about treasure hidden in a field.
A man stumbled upon a hidden treasure while walking through a field. Thrilled at what he discovered, he went to the landowner and offered to buy the entire field. The landowner, unaware of the treasure, agreed to sell what he thought was just ordinary land. The man got the treasure, but he also became responsible for the entire field.
That part of the story often gets overlooked. Yes, the man got what he wanted, but now he had to tend to and care for everything else that came with it.
The parable is a perfect illustration for hiring. When you pursue world-class talent, you may get the treasure, but you are also taking on everything else they bring with them. It is like buying the whole field just to get the treasure.
Why You Need a Documented Hiring Process
So, when you are considering top-tier candidates, the best approach is to conduct the hiring process with caution and thoroughness. In our Business Operating System, we have built a hiring process designed exactly for this reason.
In fact, as I am writing this, we just put an offer out to a new team member last week. To get there, we walked through every step of that process.
This is why we strongly advocate for a documented, checklist-based hiring system. It acts as a safeguard, slowing you down and helping you avoid costly mistakes.
A structured hiring process allows you to:
- Evaluate a candidate’s skills and achievements thoroughly
- Assess cultural fit
- Uncover any potential baggage that may come with their talent
Because there will always be some baggage.
Hiring for Alignment Over Accomplishment
The ultimate goal is not just hiring the best talent. The goal is finding the right person. Someone who will contribute positively to your team and your mission.
That is why core values and a stated mission are so important. They are not just nice words on paper. They are filters for decision-making, especially in hiring.
Sometimes, the best hire is not the most decorated or accomplished candidate. It is the one who aligns most closely with your company’s needs and culture, if you have taken the time to define and write them out.
Finding the Right Balance in Hiring
By implementing a comprehensive hiring process, you give yourself the best chance of finding that hidden treasure without taking on more than you bargained for.
It is about striking the right balance between talent acquisition and culture fit, ensuring that your new hire is an asset to your team in every way. The only way to do that is by working through every item on your hiring checklist.
Get Personalized Hiring Guidance
If you are a business owner, the primary owner, with three or more full-time W2 employees and doing $1M+ in revenue, some of our coaches have set aside time just for you.
You can hop on a 15 to 20 minute “Ask Us Anything” call with no strings attached. Just go to:
If you sign up and show up, we will answer any questions you have. And if you want to know how to work with us, just ask and we will tell you.
Scott Beebe is the founder of Business On Purpose (mybusinessonpurpose.com) and speaker for the AEC industry and author of the book Let Your Business Burn: Stop Putting Out Fires, Discover Purpose, and Build a Business That Matters. Business On Purpose works with business owners to articulate purpose, people, process, and profit to liberate owners from chaos and make time for what matters most.
