What insights could a third grader have that are applicable to successful recruitment and hiring of candidates? You might be surprised on how much you can learn from a child.
What are some of the most important things that someone can think about when assessing a employee candidate. Lola ties recruitment and hiring the right team members to building your customer base.
See more from Kids As Managers Series.
IZ Ventures - more than business coaching and consulting, we help you connect, collaborate and conquer.
There are three key responsibilities in leadership with regards to building a successful team.
1) WHO you let in the door.
This is perhaps the area WHERE you have the most control as a leader and as an organization. Your recruitment should reflect your values. It is critical to be aggressive with recruiting so that you can be selective in whom you hire.
2) WHAT you do to develop and train the talent that you have acquired.
If you find skilled individuals your on-boarding process is essential in helping them to embrace as well as enhance your culture. If you are hiring persons who do not have immediate experience in your industry then training is essential to get them in the flow of contributing to the team.
Doing things right and developing a consistent system are critical to long term success.
3) HOW you handle the performance and attitude of your team members.
Training, development, discipline and termination are all important tests of whether you will uphold your values consistently. When an organization practices what they preach from the top down they will reap the benefits of accountability from the bottom up.
Long term success follows a sequence of clarity, consistency and accountability. Without clarity there will be no consistency. Without consistency there will be no accountability. With these three working together you have the key components for success as a team.
IZ Ventures more than business coaching & consulting - we help you Connect, Collaborate & Conquer.
If you found these words to be helpful, you may find further value in this video covering some of the entrepreneurial interviews that we have conducted.
Struggling with recruitment of new talent to strengthen your team?
Why do we keep going to the same well expecting it to no longer be dry?
Hiring from a short list within an industry bubble does not create a lot of room for introduction of new ideas, perspectives and strengths.
Read more on this topic, article HERE.
If you have found something to be true from your professional experiences and then find a respected publication that echoes those concepts, is this still confirmation bias?
The reason many industries fail to innovate or self-disrupt before it's too late is that they only look for industry insiders to add to their organizations. We want the books of business and the low hanging fruit of a professional who is ready to hit the streets from day one. Many leaders know from painful experience, hiring carry overs from a competitor carry their own challenges and/or baggage. Hiring from a short list within an industry bubble does not create a lot of room for introduction of new ideas, perspectives and strengths.
While I strongly believe that an organization should promote from within they also should be looking to extend their pursuit of quality individuals beyond the industry bubble. A company that spends all those resources to build a culture and a team that rallies around core values are too valuable to thin or disband through the lack of local progressive opportunities for people who have earned such through building the team. This commitment to internal growth does not mean that an organization should only build itself from those who are already versed in the field of operation.
I am glad to hear a respected publication promoting this idea of recruiting candidates who either have no direct experience or who may be a bit of a gamble as they are not industry versed prior to joining your team. Author and CEO/Founder, Liz Ryan shares this challenge and insight, "When you hire someone who lacks industry experience, it challenges you as a manager. You get to see your new hire encountering your world, and that is an instructive thing to experience. You have to train your newcomer differently. You have to ask and answer questions you may not have considered for years — or ever."
Too often we come to a point in our career where we are confident, if not comfortable, with what we know and we begin to first assume that everyone should know what we know (we got our elbows deep in the mud earning our experiences) and secondly that we forget to re-invest those nuggets of wisdom into our teams. We forget that it took many years for us to get where we are and we want immediate results from those who are working on our teams, we lose a bit of our patience when we lose our connection to the ground floor.
We want a mix of backgrounds, perspectives, ideas and strengths on our teams so that we will continue to challenge each other to be the best that we can be every day. Business is sport, its a competition against our opponents as much as it is against ourselves to not settle in the victories already won. Unfortunately, in the current climate you are either growing or you are dying, there are no other options.
So what do we do? Do we just hire the next ugly duckling that comes along and turn them into the star quarterback? That's not the concept as this should not be about bolstering our already inflated egos but rather a means to challenge and build our organization by infusing it with new perspectives, strengths and potential.
In our experience we believe the criterion has been fairly simple, is the candidate 1) honest, 2) hard working and 3) willing to learn? If they can bring these three character traits, items that we cannot give them, then we can train them to have the opportunity to be successful in our industry. Anymore we are looking for relevant as opposed to direct experience. Someone may not have the technical skills in our industry but if they have the work ethic, relational strengths, a track record of team building, or other strong qualities that will help our team, we want to bring them in. "You will shake up your own thinking," states Liz Ryan, "When you hire outside your industry -- and that may be the best gift of all!"
Liz Ryan - https://www.forbes.com/sites/lizryan/2017/09/24/five-reasons-to-hire-someone-with-no-industry-experience/#720b80656de3
More from izvents - Attracting Talent, What To Look For and Hiring, Three Character Keys.
Jon Isaacson / IZ Ventures - Creative business solutions. We help you connect, collaborate & conquer. #MTWSL
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