Business, Career, Change management, Entrepreneur, Human Capital, Human Resource, Management, Organization, People, Small Businesses, SME, Solutions, Staff, Team building, walk the talk
1. Why do great team builders chose the best people?
Great team builders know that more than quantity, it is quality that counts. The team is made up of individuals and will succeed or collapse dependent on its weakest link.
2. Why don’t hiring managers chose the best people?
There are many reasons and here are a few (feel free to share your points in the comments below):
- They’re unable to recognize the best – the most talented.
- They do not know what they’re looking for in people.
- They confuse paper qualifications and “years of experience” for expertise.
- They’re fearful of bringing in people who might outshine them.
- And many more…
3. Is it not true the more the talented, the more an employer has to pay?
Most people speak in general terms and this is part of the problem. Instead of asking the right questions, they seek the “right” answers. Getting the right answer to a wrong question is not progress, not productive. However, even a wrong answer to a right question sets you on the path of progress.
Instead of seeking the “most talented” the question should be – How do I select the most talented (the best) from a given class of candidates?
This leads us to the next question.
4. How do I determine the class of people?
You do this by clearly defining the following:
- The job’s scope – what exactly do you want that employee to accomplish. The more detailed, the better.
- The job’s requirements – both objective or hard skills (paper credentials, years of experience, etc) and subjective elements such as soft skills.
- An overview of the remuneration package on offer.
These three criteria will attract the right people, or people who consider themselves qualified.
Use the objective/hard skills as a funnel to shortlist candidates, people who meet ALL the requirements (excluding the soft skills) – and this will be your class of applicants.
During your selection process, zero in on the soft skills you desire and you will have your best-in-class. You’re not paying more but paying the same to chose the best from a given class of candidates.
5. Let us be candid here, as a salaried manager, if I chose someone better than me, I risk losing out on promotions and even my job. Do you expect me to chose what is good for my employer over what is good for me?
A pointed question and it’s a very valid question. Answer pending…
Note: I shall upload more questions and answers in this post, and welcome you to “follow” my blog so that you’re kept updated.
Meanwhile, enjoy this short clip: Quality over Quantity is what makes a winner!
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I agree that a threat to your own job post the highest risk of selecting a good candidate, either in maintaining your own position or getting a promotion. Not many can appreciate how a more talented person can add value or contribute to the business, and what benefits everyone can gain. I have a colleague who joined the company much later at a lower position than me, when it comes to the promotion and my boss asks me, I did not hesitate to recommend the person. Several had surpassed me but I am happy for them, as I understand my limitation.