The title of this piece is an aphorism I cite very often, both on-air and off air. I have created some seventy-five of these aphorisms. during my thirty-plus years of building and growing companies. (These aphorisms are better known as my “Immutable Laws”, a PDF copy of which you received when you singed up for the Insider’s Report).

I remember giving a speech and was blindsided by the (previously genial) M.C. of the event who, and without warning, proclaimed that this particular Immutable said, “Never hire anyone who is looking for a job”. He was clearly wrong, but he nonetheless succeeded in turning many members of the 200-person audience against me.

Semantically, the difference between these two sentences is minimal. But practically, the two thoughts are worlds apart.

Among the thousands of hard lessons my years of running businesses has taught me is that the very best people are those people who are not really that interested in leaving their current employer.

You see, in a small start-up (or even just a small organization of any type), each person you hire can and often does represent anywhere from ten to even fifty percent of your entire workforce. Think about it, if you employ just five people (a very typically-sized start-up type organization, BTW), and you replace just one of them, you are turning over twenty percent of your business. If you are General Electric, you’re talking about hiring some 60,000 new people!

(How well do you think Jeffrey Immelt would sleep, knowing that he’s got 60K newbies coming to work next Monday?)

So, and in a small company (and by this, I mean probably eighty percent of all American businesses), you cannot be too demanding when it comes to scrutinizing new hires.

And thus, you simply cannot afford to hire from “résumés”. Or, for that matter, you cannot hire anyone who might give you any reason to be suspicious.

Sorry, but I almost always preclude people who are actively looking for a job. Why? Again … simply because there is often a reason why they are looking for a job. Consider:

• “Heavy Lookers” might be in big trouble at their current gig. Maybe even on probation. They may well be looking for their next “victim”.
• They may be “serial draw takers” (this relates primarily to salespeople, and I personally know a whole bunch of these guys) --- people who work only until their advance against commissions runs out (usually this is 6-18 months). BTW, these guys are absolute masters of the art of interviewing.
• They may be out of work because their company failed … but sometimes they may be a big part of the reason WHY their company failed.
• And of course, they may have lost their last job because of reasons that in no way related to their incompetence or poor performance. But can you, as a small company, really afford to take this risk? Remember the twenty percent rule.

My philosophy since 1971, is to instead hire people who, and when you contact them, have no idea that they will be working for you one month later.

It’s all about recruiting.

All you have to do (and it ain’t easy, but then what worthwhile endeavor is easy?) is: a.) Figure out who you need, b.) Interview your competition (and other target companies) to learn who is the best employee they have, relative to the position you wish to fill, and then, c.) Directly contact that/those person(s) and make a deal!

Sure, this is tougher to do. And this is a job that cannot be delegated. Remember, you are looking to build a great entrepreneurial company. At least the first dozen or so hires should be YOUR hires.

But the extra work related to hiring this way is more than offset by the fact that you are getting the “best of the best”. And, you can relax in terms of having to worry about your new hire’s motives. Remember … he or she never even contemplated making a career move before your call.

Hey, we’re all savvy enough to know that this world is all about the “80/20” theory. Simply put, eighty percent of the meaningful and football-advancing work is done by a mere twenty percent of the populace. (Probably, this is closer to 90/10).

And that twenty (or ten) percent is almost always made up of happy and focused individuals. They probably don’t even have a resume, but they are always willing to at least listen if: a.) A piece of the action (which you should always be willing to discuss) is on the table, or, b.) A more important role beckons, or, c.) More dough is being offered.

It’s a tough and competitive environment out there. Choose winners for your early associates, and you will win. Hire from resumes, and your chances are severely stunted.

It’s not insensitive. It’s just good business.