I posted in September, 2012 about Building a better business: Hiring ducks and eagles for the right jobs. In that post, I explored the personal experience and positive results of team hiring practices that focused on finding the right person for the right job. The net conclusion of that post being: “Hire to your needs, but also to the candidate’s strengths and abilities. It isn’t easy, but the rewards and your future success depend upon it.”
But, I’d like to take that conclusion a step further now, since “future success” is a bit too nebulous for my taste.
From the social business perspective, hiring the ducks and eagles is a critical portion of our success, as people in the right job tend to be more motivated and passionate about what they do. It is this increased level of passion that is such an important building block of success in social business. Without passion, social business just becomes activities that fall flat, and your audiences will pick up on that immediately. Social businesses with passionate employees, however, are thriving and forging new paths in the world around us. It is that passion which drives employees, either on their own or with slight urging, to get out in the social spaces and share their knowledge and excitement with others. While the passion IS infectious, it also needs to be cultivated.
That passion is either fostered or stifled long before the employee ever has opportunity to play in the social spaces. It begins during the hiring process: identifying and hiring to both your needs and the candidate’s abilities right from the get-go builds that foundation to grow your company into the motivated and passionate social business you need. But it also continues through career development as we adjust and shift in this ever-changing landscape of social business: balancing your changing needs with the talent you have can be the difference between stagnation and real business results.
Ensuring that you are using the right people, with the right skills, in the right places is a critical factor for business success. Leveraging employee skill sets for support calls versus forum engagement versus content creation will help with driving to this level of success. For example, some employees may be better at writing, some better at talking, others might be great in the limelight of virtual social environments, where some may prefer to work behind the scenes. Finding the skills, talents, and strengths within your existing staff and distributing those in the right spaces appropriate to both your needs and the employee’s passion not only motivates and encourages those passions, but enables the company and employee alike to see true results come from their work. Hire a duck for an eagle’s job (or vice versa) and you will stifle that passion. Likewise, put the duck in the right pond and enable the eagle to soar, and that same stifled passion now becomes a raging fire driving both to spread the excitement and achieve results.
Your audiences can tell the difference between mere activity and authentic excitement, and they will treat your social business accordingly… Can you really afford to not hire the ducks and eagles?
I’ll leave you once again with the video that inspired both post titles and over-arching topics: You Can’t Send A Duck To Eagle School: