Once you’ve established the goal or goals to achieve, as a leader—whether it’s to create your company, motivate the team, produce results or lead your small team—the challenge is finding the right people to help you accomplish that goal. Gathering a successful group of people is not only helpful, but it’s also necessary. To guide you in this daunting task of picking the right people, here are four issues to check the following:
1. Employment history
This could be the most obvious or straightforward step to carry out, but it’s essential. Do not give a chance. Go out and ask former employers available information regarding the individual’s qualifications to do the job. Never bring people to the organization without checking background checks. As a leader, you must be careful to attract people who are honest and hardworking with a good attitude. Past performance history determines the future performance. If the person is good at work, there are high chances that they can perform if they join you. The reverse is true.
2. Interest or commitment level
After you have verified their qualifications, give time to assess the potential employee’s genuine interest. Sometimes people can fake their interest or commitment. Leaders fail for a variety of reasons, but one of them is poor judgment and working with people who lack commitment, genuine interest or love for the cause or organization. Many people apply to join organizations, but they have an interest in a payee check.
Arrange a face-to-face interview and try to assess his or her sincerity to the best of your ability. You won’t hit the bulls-eye every time, but you can get pretty good at spotting genuine interest. The most interested prospects are often good ones.
A response or the answer is given always tells a lot about someone’s integrity, character, and skills. It would be best if you discussed the values that a person believes. What are their values? What are their interests? What have they done in the past and results achieved? How did they handle pressure or meet the deadlines? Never ignore these things. Are they willing to work extra hours? A lot about people is often revealed. You can also work as a team of judges of three people on the bench. Compare your results and notes about the people. You need to analyze the result and assess their attitudes because they reflect the inner selves—so even if we can fool others for a while, our true selves eventually emerge.
4. Results produced
How else can we effectively judge or evaluate a team member’s performance? I believe the quality of the results produced must be the final judge or determinant of performance. As a leader, you should look for actions, results and assess the creativity. Some people will start telling stories of work, and that can lead you to make conclusions. Also, monitor how the progress is made towards results. Such people might not be good team members if they lack creativity or initiative. Another area is productivity. Every organization needs goods and services delivered to customers. Ensure the team is provided with key result areas. Time and resources are allocated and used effectively. Also, ensure monitoring of outputs is carried out. Never allow things to happen without close supervision. Avoid whenever possible any surprises come later. When you’re following this four-part checklist, your instincts play a significant role, and they will improve each time you go through the process.
Remember, to build a performing team will be one of your most challenging tasks as a leader. The good news is that it will reap you many rewards for a long time to come. Hope this helps you to have a starting point as a leader.