Building a high-performing team is a vital ingredient in the recipe for business growth and success. A cohesive and motivated team can drive innovation, execute strategies, and deliver exceptional results. In this series, we will explore the essential elements and strategies for empowering high-performing teams that can unlock the path to business
growth. From talent acquisition and development to fostering collaboration and effective leadership, let's delve into the key practices that can transform your team into a powerhouse of success.
Part 1: Attracting and Hiring Top Performers
To build a high-performing team, start with talent acquisition.
Craft compelling job descriptions Don't just give job seekers a list of the tasks they will be completing, give them the story as to why what they will be doing is so important.
Leverage multiple channels for recruitment In today's ever-connected world, it is really difficult to post job postings that live on just one platform. With all the job board aggregators, your posting will likely be found on multiple sites. However, it is imperative that you don't just use job boards. Use your biggest advertisement source... your current employees.
Implement rigorous selection processes Do you have a pre-defined list of questions that all interviews should ask candidates? The questions themselves do not have to be the same each time, but the theme should be the same. After everybody interviews a candidate, do you all come back together to discuss and provide feedback? Probably not... but you should!
Seek individuals who not only possess the required skills and experience but also align with the company culture and values. By attracting top performers, you lay a solid foundation for success.
PRO TIP: As you are interviewing candidates, ask yourself: "If this person isn't a good fit for this specific role, can I think of other roles they would be a fit for within the organization." More importantly, ask yourself: "Is this someone I would want to stick my neck out for to find them a new role within the organization if this doesn't work out."
PRO TIP: Put in place an internal employee incentive for recruitment. Who better to find and recommend a new employee than an existing employee.
Have you ever read a job posting and thought... I have no idea what I would be doing or what the company is doing? If so, did you apply?
Yes - I did not apply
Yes - I knew something about the role or the company
Yes - I was desperate for a job
No
Next Up - Part 2: Nurturing Talent through Development
Comments