If you thought this was a lead-in to a Mel Brooks reference, it's not, but I've got to tell you, I like the direction in which you were headed.
I work with eight people.
Four are what I would call "Producers." I could try to find other, neater, spiffier ways to say it, but simply put, there are four people who I could leave with a specific-but-wide-enough-for-some-wiggle-room order, give it a deadline, and never have to think about it until the deadline, because I know it would get done. They'd either do it, find the right person to do it, or find where it had already been done, and appropriate it.
There are also four who, despite their many other great qualities, don't fit that billing. Without getting into too much detail (this is one of those entries that has to stay kinda vague for self-protection purposes), I can guarantee with equal certainty that *it* would not be done after that hypothetical twelve-hour "off" period. There might be reasons, excuses, taskers, ADD, and other such maladies that got in the way, but trust me, after countless hours, days, and weeks from Reading to Killeen to Kabul, I can pretty much predict this stuff without much effort.
But the point of this entry is NOT to vent. Nor is it to ask for help with management, or for reading recommendations involving Seven Ways to Move Cheese in One-Minute while Winning the Influencers Over on Tuesdays in Heaven.
The point is to say this: I would've totally screwed up the hiring.
Let's say it's a few years down the road. NOT so hypothetically, with an MBA and maybe a couple years' consulting in Boston under my rigger's belt, I'm looking to start a small firm closer to home, somewhere in the Merrimack Valley.
The budget is tight. The outlook is uncertain. One of the most difficult decisions is going to be "Who gets hired?"
Let's get back to my original setup. If I had started out with the eight people, but could ONLY hire four, and was given, let's say, their names, ranks, ages, military bios, resumes, and even the chance to interview them, I'll completely admit I wouldn't have chosen the right ones. If you think OERs and NCOERs (military equivalent of *report cards* would've helped, well, then, you need a lesson in how those things work.
Now, the List of Four seems really obvious, and I could do it in seconds.
But in the real world -- or at least in the real world as I understand it -- it never works that way. There aren't 90-day job interviews. Maybe there are internships, and there are probationary hiring periods, but on those things I hit the I-don't-know-what-I-don't-know problem about feasibility.
My resolution -- during the "down" period I'll have post-deployment (I'm purposely socking away a healthy rainy-day fund for the four-month period after my terminal leave, but before school starts), plus the time at school, to include the Entrepreneurship and Innovation track (E & I), one of the major questions I want to pose to entrepreneurs is this -- Given your limited time and your limited budget, how the heck do you hire?
I'm not as interested in the large corporate behemoths, who can afford to carry some extra weight around, nor am I interested in government contractors, whose purpose is to place 'butts in seats,' but only in small firms who can't afford to keep *nice guys* around who can't turn a tangible result out the back end. Especially as I steer this blog more towards regional business *stuff* and towards interviews, I will be sure to post whatever I find out right here.