Place the Doers in the Right Spot for Maximum Business Impact
As a visionary leader of an organization it is critical that you fill the missing pieces of your business puzzle with doers and not thinkers. What I’m saying is that you want a doer that thinks, but not a thinker that doesn’t do. Previously, I talked about Matching the baggage in your business journey. You know that identifying the key behaviors that will further your business mission is critical. It can be puzzling to find the right people to assemble your dream team. So how do you go about finding the missing puzzle pieces?
Assembling the Dream Team - On Your Own
Recruiting today is much different than what it was 10 years ago. There are many career sites, like; LinkedIn, Zip Recruiter and Indeed. If you have an inside hiring department, you’ll want to use the aforementioned sites. Additionally, depending on your industry type and the positions to be filled, you’ll want to take advantage of new technologies.
Hire Vue. This is a system for job placement where you would receive a high volume of applicants. Basically, it is a digital interview pre-screening process. You create questions that you want candidates to answer. The applicant then answers using their computer’s webcam. This then becomes a recorded video interview.
Right Path. This is a behavioral assessment tool, that you can use in a live interview format. It is a resource for leadership and team building recruitment. It can also be used for creating team synergy and succession planning.
Assembling the Dream Team - Using an Outsourced Recruiter
Another option for hiring in today’s environment is with a professional recruiter. Consider using a recruiter that specializes in your specific industry. Do your research on the recruiter candidate. Check out their digital footprint. Select two or three and interview them. Look for online reviews. How do they conduct their candidate searches? Are they basing their searches primarily on educational background? Are they reviewing applicants that are doers or thinkers?
Keep in mind that recruiters will receive hundreds of resumes for one position. Based on your hiring managers criteria, the recruiter might not even see your ideal candidate if you aren’t clear as to a dream team member avatar. Industry experts say that the resumes that make the A.I. (artificial intelligence) software cut, are only viewed for six seconds. Of those candidates that they send, you’ll want to have concise -questions to ask the applicants.
Key Question to include: What have you done so far in life? If an applicant hesitates on answering the question about what they have done in life so far, you might have a thinker applicant and not a doer.
Final Thoughts to Ponder
It is true that promoting within, furthers your corporate culture and hiring from the outside can change your culture. Bringing in an outsider that has similar core values as your culture of trust can be very challenging and the missing puzzle pieces. Making a hiring mistake can be very costly. A leader with great vision with the wrong people Is irrelevant.
As Jim Collins says in his book Good to Great, “if you have the right people on the bus, the issue of how to manage and motivate, largely goes away. You don’t have to motivate a doer.“ Place people in the right position so they can succeed, or don’t hire them at all.
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