Entrepreneurship 101: the Perfect Candidate for Your Team

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Henry Ford once said that, “coming together is a beginning, staying together is a progress, and working together is a success.” Whether you are taking a managerial position or embarking on the journey as an entrepreneur, building success from the ground up is not an easy task. To help mitigate any conflicts or problems, it is vital that you establish a team that will support your goals and endeavors every step of the way. At the end of the day, unity is strength. When there is teamwork and collaboration, wonderful things can be achieved. The one thing you can do to control this is the screening process for future employees.

When interviewing candidates, make sure you thoroughly analyze them personally and professionally. Prompt them to speak about their past achievements and professional work experience. In addition, have them highlight their strengths, weaknesses, and future goals, whether that is personal or professional. Do not be afraid to pry. Remember, you are looking for an individual who can work well within your cohesive and goal oriented culture. To make sure that happens, try asking various hypothetical and logical questions so that you can fully evaluate whether or not they possess the personal and professional drive that can lead your company to its goals.

“If you want to go fast, go alone, if you want to go far, go together.”

Below, you will find five key characteristics a hiring manager should look for when finding the perfect candidate.  Looking at these six will help you discovery certain game changers that can adapt, innovate, and drive your company to the next level.

1. Long Term Investment

When interviewing a candidate, try and gauge not just whether the candidate can perform at the expectations of the position, but also whether the applicant is willing to stay at the company for a long period of time. The biggest downfall you can see in any business is the turnover rate on a monthly and annual scale. As much as it can impact the company financially, such as the training cost and time used to coach new employees, it can also affect the company culturally. To prevent this from happening, try and understand the candidate’s professional experience and overall goals. Be sure to ask those overarching questions such as: Where do you see your self in five years? By asking these types of questions, it can make the difference from a person who will stay one year or the next thirty years.

2. Team-Player

At the end of the day, you want your fellow co-workers working as a well-oiled machine. Finding an individual who can represent the collectiveness, vision, and ambition within the workplace can make all the difference in every situation. Even if the position asks for the person to work autonomously, you want to make sure the person is still willing to help out for the betterment of the team. When interviewing a candidate, ask questions of how they worked in groups. Furthermore, dive deeper by asking specific situational examples of a time where they had a problem with an individual and how the problem was resolved. Remember, you want to make sure that the person is willing to put their pride on the side in order for the team to reach their goals. Attaining that, “all for one and one for all,” mentality will allow you to find an individual who can work not just independently, but also within a framework of a team.

3. Passion

This is often difficult to assess. At times, people have their own volitions of why they want a specific job. Your job, in turn, is to find the truth. When looking for an ideal candidate, try and gauge why they want to work for your company. Ask what excites them about the position and what they are looking forward in the future. Through these answers, try and assess the ones that show a high level of passion and enthusiasm. In any work place, passion and enthusiasm are two key components in developing the overall work culture at the office. People who come in with a positive attitude are often found to be more committed to the company and provide more to the work environment.

4. Drive & Ambition

“The only time success comes before work is in the dictionary.” Every business wants to hire driven and motivated professionals. It is these individuals that are willing to go above and beyond what is asked from them. Finding this type of caliber can be difficult in the sense that they are a demanding brand. Because of this, try and offer strong incentives such as salary or benefits to sway the person. For a business to thrive, you do not just want a person who can work the 9-to-5 grind, but a leader who wants to improve each and every day.

5. Results

When investing in a new candidate, you want to take into consideration the amount of time and money used to develop these individuals to perform the daily task asked at the most efficient, effective, and consistent level possible. Because of this, you want to make sure the person is able to deliver results. This does not simply mean succeeding at the average level. Rather this is the idea of putting skills into action. After the training learning curve, it is imperative that your new employee can meet those expectations. When questioning a candidate, ask about their success. Have them tell you their proudest achievement.

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