{”If you take on only those people you understand, the company will never get people better than you are, so always remember that you often find superb individuals among those you don’t in particular like” - Soichiro Honda.} One of the best things you ought to focus on is to enroll some superb people to play or work in your T.E.A.M. because having clever, determined and conscientious people on board who operate under you could make your own job more effective, simpler and of course more lucrative. As time goes on, good people get better but great people become champions and in a amazingly short amount of time, two or three great workers on your T.E.A.M. can upgrade your entire practice, enabling you to become the brand of choice in your market place. To enrol great talent is no mean task but it is surely worth the effort that you put in so here are four of the most crucial things that I learnt regarding the procedure.
Make a committment: When a job is worth doing, it is best done well. You can’t expect to employ great people if you spend just a few hours working on it. I don’t like interviewing, and I’m always impatient to hire the first decent individual who comes along, now that’s a deadly combination!
Search for the right qualities: Brainpower is good but that would be number three in my list of priorities. The two most crucial facets, which should be present, are deportment and flair. You can’t train someone to have a delightful attitude and character so fire cheerleaders and fire sourpusses.
Flee flaws: Broadly speaking, you’ll see a T.E.A.M. candidate at his or her best when you interview him or her. If you suddenly discover something, which seems slightly out of tune, do not bypass it, more so if it concerns any particular quality required for the position. During the interview I have realized that some of the individual idiosyncrasies are only a small teaser in the overall character, which could be followed by more, which has to be addressed at a later stage.
Don’t worry too much about particular experience: Of all the qualities that are fundamental to look for in finding a great Player for your T.E.A.M., particular experience is not very high on my list. Yes, it’s good to know that the person you hire can do the technical work from day one - but on day seven or day fourteen, you’ll wish you had opted for the better, though perhaps new and unproved, prospects.
Finally, you must never stop enrolling ‘Team Players’ even though you may not need anyone or have any situation vacant. Create a ‘job bank’ folder for each of the positions in your team and collect resumes of all candidates who you think have the right qualities. So when you wish to get rid of any member of the team and wish for a replacement or in the procedure of expansion, all you require to do is to go back to your ‘job bank’ folder and retrieve al the necessary information of prospective candidates and call all of them for a group interview. Naturally, along the way, you may just find somebody that is better for the Team than a current Player. Yes, it is always advantageous to hunt for a great talent whenever you can even when you are looking to alter the scenario.
