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Back to basics II: hiring

I mentioned a few weeks ago that I'd decided that buying a new horse and running a specialty retail business have quite a bit in common.

Foremost on the list is the importance of getting back to basics, particularly in the area of proper training. Backing up a step, the "getting-to-know" phase of a relationship is invaluable.

My new horse is a jumper -- and a young one, at that. Trying to rush him into challenging situations before he really gets to know me, how I think, and what I expect of him is a prescription for disaster. The same philosophy can apply to the workplace.

All too often, a retailer finds himself or herself short on staff. That's never much fun, especially if the owner is already spending an excessive amount of time on the job. When it does happen, there's always the temptation to hire as quickly as possible to fill a void.

But rushing things along, more often than not,  is an invitation for bigger problems in the future. No matter how stable your staff is, you never know when someone is going to leave for a new position, health reasons, a spouse's job transfer or just to do something different.

If you haven't already identified at least one person you'd like to have on your staff, this is the time to take a deep breath, enlist some temporary help and invest some "getting to know time" in several potential employees. Get to know their temperament and how they'd handle different situations, especially stressful ones.

Some potential employees make great first impressions that, unfortunately, don't hold up over time. Happily, there are many quality people who don't do as well in a first meeting or interview. When you don't take the time to get to know them -- when you rush to a decision because you're under pressure -- you do yourself and others a disservice.

Invest "getting-to-know time" in others before you're under pressure and you'll come through like a champion just about every single time.

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