Hiring and Supporting the Right People

We all know that one of the keys to success is hiring the right person for the job. Whether you are staffing a business, building a sales team or climbing Mt. Everest, selecting the right people greatly improves your chances for success.

I just finished reading the book “Undaunted Courage” about the Lewis and Clark expedition. What we can learn and apply to our business from this daring feat may be as important as the expedition itself. While we all have heard of Lewis and Clark, few of us know who they were before the expedition or that they were directly chosen for the job by President Thomas Jefferson. This book, however, describes how Jefferson, over a number of years, gained first-hand knowledge of Meriwether Lewis’s qualifications. Jefferson’s direct experience as Lewis’s associate and employer were undoubtedly the main reasons that he chose the former U.S. Army Lieutenant to lead the expedition, which would be fraught with challenges and slim odds for success and safe return home. Lewis, in Jefferson’s opinion possessed the skill set, fortitude, courage, creativity and experience required to lead such an exploration of the American West.

Similarly, it’s important for you as a business person to determine the most important objectives and define the experience and skill sets you require before interviewing candidates. Prepare a description identifying the requirements for the position before starting your search. Best practice follows the approach Jefferson used: source the person best qualified from those you know or those with whom you have had direct experience. Previous employees, business acquaintances and co-workers always should be considered first. However, avoid the mistake of writing a job description to suit a particular person. Take a cue from Jefferson: In searching for his expedition leader, Jefferson looked beyond his closest friends — all well-deserving statesmen and patriots who would have jumped at the opportunity.

Lesson learned: Select the person who you believe most closely fits the position description and is therefore most likely to succeed.

The other half of the expedition’s executive team, William Clark, was hired on Lewis’s direct recommendation. Lewis knew Clark, a fellow officer, and had experience working with him first hand. Realizing he needed an excellent No. 2 person — his “go-to” man if you will — to help improve his chances for success, Lewis approached Jefferson about hiring Clark. He outlined the requirements and how Clark’s qualifications matched up. Lewis was so sure of Clark’s capabilities he told the President he would be willing to share his command to get Clark on board.