Why Hire Rockstars?
- A-Players attract other A-Players, which starts a virtuous cycle. And the best part? Your competitive moat deepens with each Rockstar you place in a seat.
- Investing in a team of Rockstars is by far the safest and most profitable investment you will ever make in your career.
- Your effectiveness as a leader lies in your ability to consistently identify and hire top-performers.
- Adding even just one Rockstar to your team can lead to a dramatic surge in growth, productivity, and overall performance.
- Nothing will accelerate the growth of your company faster than a commitment to placing Rockstars in every role at every level.
“Once I hired a top performer into every seat, we began beating our plan. Every. Single. Quarter.”
Hiring Rockstar Myths
Myth #1. Rockstars are too expensive.
The opposite is actually true. A-Players are not driven primarily by compensation. They want the right
opportunity with the right company and a culture they share. A-Players will be 3-10 times more effective than lesser players so you won’t have to hire as many players overall.
A recent SHRM study showed that the cost of a bad hire is 5 times their annual compensation. Hiring top performers makes the team more efficient and saves money.
Myth #2. My business doesn’t need A-Players.
Every business and industry can use A-Players. They can help drive a business no matter what the
industry or niche. The business can be in retail,
technology, gaming or healthcare. An A-Player can make the difference in growing the business faster.
Myth #3. All the A-Players are already taken.
Yes, unemployment is low and it’s possible that the A-Players are still employed. However, recent
research says that over 80% of employees are
unhappy in their current position and are open to
possible job offers. They aren’t checking out job boards every day, though, so you will have to find
another way to reach them.
Myth #4. Rockstars are hard to work with.
They really aren’t difficult to work with. They
understand the importance of working as part of a team. And they are independent enough to work
without a lot of micromanaging. They are
contributors to team and corporate success and make their managers look good.
Myth #5. I can develop a Rockstar.
Rockstars can’t be made. C-Players and B-Players almost always stay where they are. They don’t move up. A-Players have innate abilities, emotional
maturity, and leadership qualites that just can’t be taught. That’s what makes them unique and special and worth looking for.
Myth #6. A Rockstar will be a threat to my job.
The opposite is true here as well. Hiring Rockstars will make your team stronger and make you a
stronger manager. If your team is more successful, you will reap the rewards. Hiring the best people will show you have good judgment. To move up the ladder of promotion, hire someone who can do your job better.
Cost of a Mis-Hire
Your chances are 50-50 that you will have a mis-hire in the next 12-18 months. And the cost is magnified throughout the company.
Employee morale gets worse
A mis-hire has a negative effect on excellent employees who like to work with other excellent employees. They are great fits for their own positions and they expect the same for other positions. A mis-hire can cause good employees to leave a company – even before the bad hire does.
Customers and vendors are disappointed
Outside the organization, a bad-hire can have a negaitve effect on customers, Supplliers, vendors, and business partners as well as other stakeholders. This can have bad consequences for your company’s
reputation and your business,
Work output suffers
All employees should fit into your corporae culture and do the work they are hired for. A bad-hire can lower productivity of the entire group, cause distractions, waste time, throw projects off schedule, and cause your management to question your judgment.
Managers become less effective
Under-performing employees require more direction and more
management time with them. Managers become less efficient and less
effective with the rest of the team because they have to micromanage the poor performer. The entire culture of management can change as a result.
One bad hire leads to another
As soon as the hiring manager discovers there was a bad hire, there is a rush to find a replacement. And that could lead to another mis-hire if the proper vetting is not followed.