How I know if you have the right stuff


RB

"The Right Stuff" is an inspiring book and film about the astronauts who manned America’s first space mission. Pilots were subjected to a series of highly rigorous physical and mental tests, which attempted to identify not only the prerequisite skill and ability needed for the mission, but also the more intangible characteristics — the “right stuff” if you will. Excluding the physical tests, I have a similar process for hiring at RB.

The consumer health and hygiene industry is growing, and RB is proud to be amongst the fastest-growing companies. We own some of the world’s most popular branded consumer medicines including: Gaviscon, Nurofen, Mucinex, Strepsils and Dettol. But so do some of our competitors. So why does RB outperform our competitors year after year?

One of the most important reasons that we outperform is down to our philosophy on people and culture

In "The Right Stuff," astronauts recruited for mission-critical positions were different to any other. They were special talents. In business, these mission-critical positions can be defined as those that have a material impact on a company's performance. The importance of selecting the right people for critical positions in companies simply cannot be overstated. Many companies look at the CV of candidates for these positions and recruit them based on their ‘suitability’ – as evidenced by an applicant’s past experience and performance. This can prove to be a costly mistake. In my view, the difference between performance and out performance is not about a good or bad strategy; it's about putting top talent in charge of critical roles. And sometimes this means taking risks with the people we put in charge of critical roles.

In my view, critical roles in an organisation should be awarded to people based on their strategic agility, emotional intelligence, and hunger for success; not just experience and education. Does the candidate have the ability to anticipate the future, the opportunities and risks these present, and how RB should take advantage to change the game? Does he or she have the courage to stand up and decide? Does she or he have the burning ambition to succeed — no matter what?

Like space travel, RB is not for the faint-hearted. We are fearless, direct, and ambitious, and I look for people who share those attributes. Specifically, I seek answers to three questions to assess potential in critical positions:

What is the boldest thing you have done, and what were the consequences?

I ask this question because the healthcare landscape is evolving so rapidly that we have to be agile and aggressive to be able respond quickly and effectively. This means identifying those individuals who want to make an immediate impact, challenge and change the rules. The speed of our product development — from concept to store shelf — means we have to work at "the speed of life." True game changers are attracted to fast-paced companies like RB because they sense that they can make a meaningful difference every day and see their ideas come to fruition in months rather than years. Game changers have a point of view, speak up, and take smart risks. Above all they ask the tough and insightful questions and are not afraid to challenge perceived wisdom (even when that wisdom comes from the CEO!).

How do you take decisions on people?

RB is a meritocracy. This means that to succeed, we need to reward and recognize people based on performance, not experience. Is the candidate consciously making people decisions to strengthen the team? What criteria is used? How often?

Are you still hungry for success?

For many people, consumer health products are their first (and sometimes only) choice for quick relief of medical problems. In addition to over-the-counter (OTC) products, consumer health solutions include better hygiene to stop the spread of diseases such as diarrhoea that kill millions every year, mostly children. We’re not just manufacturing and selling products. We are empowering people to protect, maintain and enhance their own health. I’m always looking for people who are fired up by our vision of a world where people are healthier and live better. I’m looking for people who are motivated by this vision and see opportunities instead of obstacles, and are hungry to make a real difference. They are never complacent. Meeting targets is not enough. They want to outperform. When they have climbed one mountain, they are looking for the next peak.

It is precisely these traits — "the right stuff" — and not just a candidate’s prior experience and/or education which drive my hiring decisions.

If you think you might have the Right Stuff, we’d love to hear from you!