Steps To Create A Successful Hiring Team
Many times you’re recruited or promoted to a leadership role, you’ve got the team there already. You need to adapt the ideas and plans to fit the knowledge, skills, and strengths of the current team.
This can happen when you take people from different departments on special projects, or when you create a new team.
Although the ideal super team will be different from business to business, here are some of the key roles needed to create a more effective hiring process:
- Identify the challenge
If your job is unclear, you will be hard-pressed to know what skills you need to learn. You’re probably tempted to jump right in and hire people with the general skills that suit your organization best. Nevertheless, to paraphrase an old adage, recruit in haste, apologize in leisure time. If you start with the wrong people, then you will regret that.
- Identify the required skills to complete the project
You need to recognize the soft competencies as well as the hard competencies you need. Does the employee need to recall the performance and progress of senior management? Are there skills you need that isn’t going to be obvious to you without thinking deeply through the issue?
For example, if you’re setting up a team to implement a new software system, you need system designers, programmers and project managers, obviously. But you also need a person who can speak to end-users to understand their real needs clearly. You need a mentor who knows the implementation’s technical side and can explain it to the non-tech people.
- Find the People
You have advantages and disadvantages if you wish to build an internal team. The advantages are that you already know the people that you’re choosing from. You learn its weaknesses and strengths. You know who the technological practices are perfect for. You know who innovation is. You know which one is whiny.
The disadvantages are that you have to bring the team together from the existing staff members, and you can’t fix any of the flaws that already exist among the potential team members. You have to address the politics of taking someone from the staff of another party. You can’t ignore the fact that if you steal too many of the best people from other departments you can destroy relationships.
Many times, you can think the best way is to hire cheap support and get as many employees as you can for the smallest possible salaries. None of these functions either. You may want to recruit a superstar while you have to work within your budget or you may need a whole bunch of worker bees. Give that careful consideration when choosing members of your team.
- Hire in the correct order
Do not hire first the Administrative Assistant. You might think, Well, I’m going to get this out of the way. Nevertheless, the role of the admin is to help and support the rest of the team. If you recruit this person first, you’ll need to find additional people she can work with, rather than the other way around.
Start with your senior and get down to work. You want your manager, either internally or externally, to assist with the additional recruiting.
- Be fair with your recruitment
Don’t just celebrate the virtues of working with that squad. You need to frankly state the obstacles. We are to implement a new system of applications. You’re going to work hard and be putting in long hours. We’re going to experience push back from senior managers and I’m going to fight for the team but that’s going to be hard.
You will be letting staff members know what to expect in this way. Don’t lie and say the mission of the team is a bed of roses if you don’t really believe it will be.
- Mind to Lead the Team
You have to handle it once you get your team together. Without a great leader, great teams rarely run perfectly. That is the work you do. Make sure that you’re working to make the team strong and work hard. Don’t ask them more than you are demanding of yourself. If you do all of this, you’ll have a great team and a successful project.
