How to Recruit Gold-Medal Team Members

How to Recruit Gold-Medal Team Members

We all need to hire the right people to move our company forward. Having a clearly de­fined “job standard” makes this possible. You must know specifically what you are recruiting for.

A JOB STANDARD DEFINES:

1. ‑The purpose of the job (i.e. the activities, necessary skills and rewards).
2. The traits and characteristics of the ideal candidate (i.e. strengths and expertise).
3. The necessary elements for an outstanding team ­ (i.e. mission, pace, philosophies, attitude, etc.).

Once you’ve defined the perfect job standard, you must communicate this ideal in a clear job description. Employees need to know exactly what is expected of them and the metrics by which their performance is measured.

CORE BELIEF:

All people have the potential to be excellent, given:

• The job rewards their natural behavior.
• Skills, knowledge and training are sufficient to meet job needs.
• Management is appropriate for the individual and the expected results.
• Personal goals can be achieved through excellent job performance.

When preparing official job standards, observe the following:

1. Use simple language, avoiding technical terms or industry jargon.
2. Plan and review your responses to ensure you are covering the most important points.
3. Have the ­ final draft typed and retain copies for future use.

Some questions that will help you determine specific job standards:

1. What are the major objectives or outcomes to be accomplished by the person in this job?  Avoid general and philosophical statements. State specific deliverables.
2. What are the most frequent and essential work activities in this job? This is the most important question.
3. What people and how many (if any) are managed by the person in this job?
4. What are the primary people contacts in this job? (With whom? What purpose? How often?)
5. What behavioral traits, attitudes and skills are required?
6. What are the prerequisites for employment? (Education, prior experience, other.) Use “preferred” or “helpful” to indicate non-required prerequisites.
7. What are the toughest parts of this job on a day-to-day basis? ‑ These are the one or two things that require the most effort and persistence to handle.
8. What are the compensations? Be as specific as possible in giving income range and pay formula (commission rates, bonus amounts, regular increases, etc.). Be realistic and specific in describing advancement opportunities.

The job description will make sure you and your team members are on the same page. Judge all performance against this description to maintain the proper job standard for your company.

ΠΗΓΗ: Anthony Robbins Business and Finance blog