{”If you engage only those people you understand, the company will never get people better than you are, so always remember that you often find superb people among those you don’t in particular like” - Soichiro Honda.} One of the best things you ought to concentrate on is to enrol some superb talent to play or work in your T.E.A.M. because having clever, aspiring and conscientious people on board who function under you could make your own job more effective, simpler and of course more profitable. As time moves on, people move on too from good to better and from better to best and in a short period a few of the players in the T.E.A.M. could shine so bright that your whole practice becomes one of the most sought after makes in the market. It is not a very smooth and simple job to enrol super individuals but it is worth the trouble nonetheless and here are 4 fundamental factors of it which I have learnt.
Make a committment: When a job is worth doing, it is best done well. Great people are hard to come by and you would never be able to find them, if you do not have much time in your hands. I don’t like interviewing, and I’m always impatient to hire the first decent person who comes along, now that’s a deadly combination!
Look for the right things: Intelligence is fundamental, but I’d list it 3rd on my list of things to look for. The two most crucial aspects, which should be present, are demeanor and flair. You cannot groom a person to develop a pleasant temperament not an attractive persona so it is time to fire all the cheerleaders and spoilsports.
The negatives: When you meet a T.E.A.M. member during an interview, he or she is at their behavioral best. If you discover something that seems “wrong”, don’t ignore it, especially if it concerns qualities that are fundamental for the position. At the interview stage, I have seen that many of the seemingly personal eccentricities are only a small window of the total personality which opens up and more such are likely to follow in future which would have to be undertaken.
Don’t worry too much about particular previous knowledge: Of all the qualities that are essential to look for in finding a great Player for your T.E.A.M., specific experience is not very high on my list. Needless to mention that it is great to get someone who can handle all the technical matters from the first day, but with time, you might feel that it could have been better if you had hired somebody who was new and a beginner.
Finally, you must never stop enrolling ‘Team Players’ even though you may not need anyone or have any position vacant. Create a “job bank” folder for each position on your Team and collect the curriculum vitae from potential prospects. So when you wish to get rid of any team member and wish for a replacement or in the procedure of expansion, all you need to do is to go back to your ‘job bank’ folder and recall al the essential information of prospective candidates and call all of them for a group interview. It is likely that during the process you might bump into somebody who could be an asset to the team or be a suitable replacement for a current member of the team. Yes, it is always beneficial to hunt for a great individuals whenever you can even when you are looking to alter the scenario.