Generally speaking, you can hire two types of people:
- Those who can hit the ground running
- Those you need to train
If you go with the former, you’ll pay them more up front and you’ll typically get fast results. You won’t need to invest as much in training, but you will have to invest in recruiting. After all, rock starts don’t just show up at your front door asking for a job (if they did, they’re probably not a rock stars).
If you go with the latter, you’ll save money up front on salary. But you should invest in a robust, ongoing training program. Over the long-term, this cost can add up. Then again, investing in your people has never been a bad idea.
College football coaches know this idea well. They can sign high school players with four years of eligibility who may need a year or two to develop OR they can sign a junior college player who is expected to step in and contribute on the first day. Scholarships are limited, so there is an opportunity cost.
This isn’t rocked surgery, it’s common sense. The organizations that ask themselves who they’re hiring and how to train them are the ones who will succeed in the long-term. If you haven’t slowed down to ask yourself these questions, it’s worth the thought exercise. Find your organizations sweet spot and be intentional about your hiring and training programs.