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Do You Want An ‘a’ Player Or An Average Player?

January 9, 2024

“A Player” DOES NOT mean average. I’ll explain – there are 4 types of candidate available to you as an employer.

An unqualified, unsuitable candidate

  • Match little or none of the criteria.
  • Time wasted interviewing when you probably know it’s not a good fit.
  • You will pay minimum wage.

A basic candidate

  • The minimum requirement for the role.
  • If the role is unskilled or low entry, a basic candidate might be a cost effective option for you. You should still check if their natural energy and culture fit is aligned with the role and your company values.
  • You will pay on or slightly under market rate.

A good candidate

  • Qualified and capable.
  • Will likely add value to your business and your team and keep you on par or just ahead of your competitors.
  • There is absolutely nothing wrong with a good candidate. This might be exactly what you need right now.
  • Focus on the value they will add and look at what they’ve already achieved.
  • Is your current team ready for GOOD or GREAT? You need to know this.
  • You will pay slightly above market rate, but it will probably be worth it.

An ‘A’ player

  • Can lead / run parts (or in some cases, all) of your business.
  • Match skills and ability, natural energy and a good culture fit.
  • Will change your business and propel it.
  • Will shift the needle and know how to take others on the journey.
  • They will be in the top 1% of their trade/leadership band.
  • Bill Gates says that Microsoft was built around fewer than 20 people.  Could a few ‘A’ players have the same impact on YOUR business?
  • Can give you your life back and time.
  • Show them how you can help them to take the next step in their career and CONVINCE them this is the right place for them.
  • Building a culture of ‘A’ players will recruit more ‘A’ players
  • Focus on the value they will add and look at what they’ve already achieved.
  • They will cost you more. You won’t tempt them by trying to pay them the same salary they are drawing in their current role.

Be honest where you are. If you do not have the structure or budget to support an "A" player don’t try because they will either spot this a mile off and they won’t join your team, or they will grasp this quickly and you won’t be able to hold onto them. You might not have the ambition and that’s ok too but at least know your level.

  • Do your research to find out what market rate is. It may not be what you think it is. Don’t risk being out of touch – it’s not worth it.

Get in touch with me if you need a General Manager, Operations Manager or a COO.

Download my free guide, The Ultimate Guide to Hiring ex-Forces  NOW and find out more about hiring from the military.


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