The Art of Building a Successful Team
The Art of Building a Successful Team
The responsibility of recruiting these candidates doesn’t fall solely on the shoulders of your recruiter. There are many ways that you can enhance their efforts to attract the most sought after candidates. Recruiting shouldn’t be reactive – performed only when you have an opening on your team. It should be an ongoing activity so that your pipeline of candidates is full and you can start interviewing shortly after a need has been established. Follow these tips to make the most of your efforts:
1. Look to your existing employees for a promotional opportunity, first. You should always look within the organization before you consider external candidates. Reward employees who are actively developing their skills and are loyal to the company. Is there someone who is ready to take on new responsibilities?
2. If you are an active member of your professional community, start building a rapport with prospective candidates. Recruiting is a lot like marketing – the more positive contact you have with prospects, the more receptive they will be to talking to you about making a move to your organization. Keep in contact with those you would like to have on your team one day.
3. Build a reputation as a strong leader. This is one of those times when you want your reputation to precede you. If you are known for being a great leader, candidates will want to work for you. Year after year, “lack of opportunity” is cited as one of the main reasons for employee turnover. Judicious candidates know that their manager can make or break that opportunity and they make their decisions accordingly.
4. Don’t be intimidated by dynamic, high-potential candidates. I’ve seen many hiring managers pass over candidates because they were intimidated by their ambition. Instead of worrying about someone taking over your job (if this is an issue, you’ve got bigger problems to worry about), think about who could potentially replace you when you move on to a bigger role.
5. Avoid the temptation of hiring someone just like you. It’s great when you have a connection with a candidate, but try to remember that you aren’t hiring someone to be your friend. Instead, look for someone who will complement your team’s strengths and weaknesses.
6. Select candidates who are passionate about their work. Passion is difficult to ascertain during an interview. However, there are signs you can look for and questions you can ask to better determine if this is someone who is passionate about their work.
• Does their education and work history consist of positions that build on each other, demonstrating knowledge in their field and a desire for growth? Or, have they bounced around with little direction?
• Are they actively involved in their professional community? Do they take advantage of opportunities to develop new skills?
• Find out why they chose to get into this particular line of work.
• Make a note of their specific professional goals. “To be working in a position that utilizes my skills or to be a manager” doesn’t cut it. Is it just about the money or are they looking for growth or meaning in their work?
• Find out what aspect of their job they enjoy most.
7. Stop settling for mediocrity. Don’t be afraid to hold off on making a selection decision until you have the right candidate. Get creative in the way you manage your employee shortage. Consider redistributing the duties on your team and hiring a temporary administrative employee to take up the slack. This is a great time for your employees gain additional experience.
The Art of Building a Successful Team - To learn more about this author, visit Jill Frank's Website.
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In order for your career to grow, you must demonstrate effective leadership skills. Organizations are finally beginning to realize that soft skills are just as important as technical skills and therefore, are placing more emphasis on developing and rewarding effective leaders. One important skill for leaders to master is the ability to recruit high-potential talent into the organization.
The responsibility of recruiting these candidates doesn’t fall solely on the shoulders of your recruiter. There are many ways that you can enhance their efforts to attract the most sought after candidates. Recruiting shouldn’t be reactive – performed only when you have an opening on your team. It should be an ongoing activity so that your pipeline of candidates is full and you can start interviewing shortly after a need has been established. Follow these tips to make the most of your efforts:
1. Look to your existing employees for a promotional opportunity, first. You should always look within the organization before you consider external candidates. Reward employees who are actively developing their skills and are loyal to the company. Is there someone who is ready to take on new responsibilities?
2. If you are an active member of your professional community, start building a rapport with prospective candidates. Recruiting is a lot like marketing – the more positive contact you have with prospects, the more receptive they will be to talking to you about making a move to your organization. Keep in contact with those you would like to have on your team one day.
3. Build a reputation as a strong leader. This is one of those times when you want your reputation to precede you. If you are known for being a great leader, candidates will want to work for you. Year after year, “lack of opportunity” is cited as one of the main reasons for employee turnover. Judicious candidates know that their manager can make or break that opportunity and they make their decisions accordingly.
4. Don’t be intimidated by dynamic, high-potential candidates. I’ve seen many hiring managers pass over candidates because they were intimidated by their ambition. Instead of worrying about someone taking over your job (if this is an issue, you’ve got bigger problems to worry about), think about who could potentially replace you when you move on to a bigger role.
5. Avoid the temptation of hiring someone just like you. It’s great when you have a connection with a candidate, but try to remember that you aren’t hiring someone to be your friend. Instead, look for someone who will complement your team’s strengths and weaknesses.
6. Select candidates who are passionate about their work. Passion is difficult to ascertain during an interview. However, there are signs you can look for and questions you can ask to better determine if this is someone who is passionate about their work.
• Does their education and work history consist of positions that build on each other, demonstrating knowledge in their field and a desire for growth? Or, have they bounced around with little direction?
• Are they actively involved in their professional community? Do they take advantage of opportunities to develop new skills?
• Find out why they chose to get into this particular line of work.
• Make a note of their specific professional goals. “To be working in a position that utilizes my skills or to be a manager” doesn’t cut it. Is it just about the money or are they looking for growth or meaning in their work?
• Find out what aspect of their job they enjoy most.
7. Stop settling for mediocrity. Don’t be afraid to hold off on making a selection decision until you have the right candidate. Get creative in the way you manage your employee shortage. Consider redistributing the duties on your team and hiring a temporary administrative employee to take up the slack. This is a great time for your employees gain additional experience.
The Art of Building a Successful Team - To learn more about this author, visit Jill Frank's Website.
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Dianne CramptonDianne Crampton is an executive leadership coach, team culture consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. Dianne's contribution to the 2010 Pfeiffer Consulting Journal (an imprint of John Wiley and Sons Publishers) entitled TIGERS Hearted Teams is available in November 2009. Her new book TIGERS Among Us: 5 Winning Business Team Cultures And Why, Three Creeks Publishing will release in March 2010. To receive publishing discounts, subscribe to the free TigerTracks Newsletter here. - Visit Dianne Crampton's Website |
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Stephanie RobeyStephanie Robey is President and CoFounder of Pivot Positive, LLC - an Internet marketing business focused on helping people start work at home ventures. Previously, she was employed at The Search Agency with over 20 years experience in graphic design and 10 years experience in online marketing. She was responsible for launching the Conversion Path Optimization (CPO) unit where she and her team have conducted hundreds of optimization tests for online companies across multiple verticals. She is a successful entrepreneur having started and sold 2 companies and remains on the board of directors of the third, PhotoSpin.com Stephanie began her career in the direct marketing realm creating and producing direct mail for many of the major cable television companies and directly attributes her understanding of Internet marketing to those early offline experiences. Stephanie is a graduate of San Diego State University with a BFA in Graphic Arts and also holds an Executive MBA from the Graziadio School of Business and Management at Pepperdine University. Read Steph's Blog Meet Steph and Dave Sign up for our Free 7-Day BootCamp: Self Employed & Rich - Visit Stephanie Robey's Website |
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Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
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Kim CastleWith nearly two decades in the advertising and design business, with clients like Domino's Pizza, General Motors, Direct TV, Pedigree, Wolfgang Puck, Higher Octave Music, Hollywood Celebrity Products, Disney, and Paramount, as well as thousands of entrepreneurs around the world define, structure, communicate, and position their business for greater profits, BrandU(R) co-creators Kim Castle and W. Vito Montone discovered that entrepreneurs could experience the same power that big brands command for a fraction of the cost with the world's only process-based results-drive Integral approach to business creation. BrandU(R) is helping entrepreneurs grow with the power of extreme clarity from idea...to brand...to market(TM) and helping one million entrepreneurs become successful and whole so that they can make a difference in the world. Are you one of them? If you want to experience clarity all the way to the bank(TM), get started now at http://www.brandu.com. - Visit Kim Castle's Website |
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Jeff FosterWebBizIdeas.com is a Minneapolis website design company founded to help people start an internet business by providing them with website, business, and internet resources that help foster the growth of successful online businesses and develop innovative Internet business ideas. We specialize in internet consulting & internet marketing. - Visit Jeff Foster's Website |
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