Skip to main content

Building a Great Team

Over years of successes and failures, we have developed a process, both internally and externally, to identify stealer employees. We have an unconventional approach to growing our database of candidates.   Instead of taking on each and every applicant, we carefully vet through them in hopes of identifying the people who are true professionals in every sense of the world, or who we believe have the potential to grow into the best. This is how we do it

1. Get to know the person

Any new hire will impact our organization far beyond the specialized skills they contribute. Knowing each and every clients culture is imperative to finding the right match.  We have each applicant go through an on-line application then we conduct a phone interview and a face to face interview.  Through the course of this process we try to assess who the person is behind the suit and behind the resume.  We ask questions like: “What are you most passionate about? What gets you up in the morning? How do you unplug? What are you looking for in a company?”  These questions help us get to the root of the person.

2. Communicate your company’s values

Internally we understand and embody our values and this is apparent to those who apply with us. Values aren’t just pretty words. They’re the actual guideposts that your team uses day in and day out to make decisions, build your product, and create your brand.
Our mission “To provide the perfect match between clients needs, desires and wants with associate knowledge, skills and abilities.”  This means that sometimes we lose a fill if during the course of the interviews something rattles our confidence in a potential match.  Our vision is that “we do more than just fill jobs we create them”.  We believe that if we recruit the best of the best our clients ultimately want to keep them and we have hundreds of examples of “temp only” jobs going permanent. I encourage all companies to communicate their mission and values to each and every employee and vendor.  It’s an exceptional tool to weed out potential bad hires.

3. Always be recruiting

Great companies are always recruiting and companies that grow sometimes offer jobs to people even when there is no opening.  I know I did this personally and continue to do so when I can. 

4. The best people want to work with the best people


It requires a lot of discipline to keep the bar high. For every open position, we meet a ton of great people before we find the one who has that special combination of intellectual curiosity, technical depth, integrity, cultural/personality fit, passion for the work at hand etc. Great people want to be challenged and supported by great peers. Having the right team is critical to achieving your vision. These principles have helped us find the best people to join our company. How did your company succeed in recruiting its most talented employees? I welcome your comments!

Comments

Post a Comment

Popular posts from this blog

August Accountability  “A body of men holding themselves accountable to nobody ought not to be trusted by anybody.” -Thomas Paine Accountability and humility are traits that one might not see as such a tenacious asset to have in the workplace.  More and more we hear of a "collective narcissism" sweeping the business world. Some say they are not surprised at this trend, and point fingers at a mainstream culture that supports unrealistic expectations, cutthroat competition, materialism, and self obsession.  I am sure we all have worked in organizations where the daily practices of dishonesty, blame-shifting, and gaslighting are an accepted artform, and clients are treated like commodities.  Whatever the cause of what seems to be an uprising in a culture of blame-shifting and un-accountability.. The house of cards is destined to crumble.  Fostering a Culture of Accountability  Though it seems like an extremely loft...
Post a Comment
Read more

Strengths Finder

“Hide not your talents.  They for use were made.  What’s a sundial in the shade?” – Benjamin Franklin Happy February!  I hope that your year is off to a great start.  This month I am going to talk about staff development.  Having a diverse but solid team is so vital for the success of a small business.  However, you cannot take a one size fits all approach to managing a team. Oftentimes business owners or hiring managers fail to realize this and subsequently they drive away great talent.  At the end of last year my team participated in the StrengthsFinder survey from the popular book by Tim Rath.  It was a fun exercise for all of us and I think, speaking on behalf of the whole team, we all learned more about ourselves and our team members by going through it.  We also learned the common strengths that bind us all together.  To that end, it was an invaluable exercise for me and my management team to go through because we became more ...
2 comments
Read more
July Eyes on the Prize How do we keep our focus on our work in the sultry summer months full of celebrations, graduations, weddings, reunions, and vacations? As we are well aware of, many of us lose our focus on our work during the summer months. Recently, our office was gifted with an extra day off to celebrate the 4th of July Holiday, only to return to a lot of scattered co-workers and clients playing what seems to be a perpetual "catch up". What are some ways to stay focused on your business/your work during the summer? What are some ways to efficiently manage the growing list of duties to catch up on? 1. Plan out Your Day: It is a must to set daily goals and prioritize them in order of importance. In the evening, not only is it extremely helpful to set out your clothes, prepare your food, but it is also psychologically helpful to go over your calendar to ease your mind and produce better sleep resulting in a more productive and focused day. Whether you have a pl...
Post a Comment
Read more