Hiring a Brand Manager who can restore an almost forgotten product among its consumers, putting it back in full vitality and outstanding value means so much to a business. Apparently, in today competitive workforce market, the management always put top priority on hiring GREAT people for their company’s business success.
What do most employers often do to recruit the best people for their companies? It’s worth investing time, effort and money in seeking the right people, rather than finding someone who turn out incompetent or unsuitable to the job later.
The simple rules below will be useful once you have defined specific requirements for hiring great people. Make sure that the potential candidates have satisfied your company’s requirements about their professional qualifications for the open position.
Hire for Attitude Rather than Skill
Skills are important, however, what if the potential hire has no sense of responsibility, or doesn’t care about either having the right behavior/attitude or good relationship with people working with him/her?
Go for a Sense of Humor
Among the qualities you'll want most is a fierce sense of optimism. The potential hire who can't laugh easily, particularly at himself, is going to be a very dull and probably rigid employee.
Look for Rebels
Rebel doesn’t necessarily mean the potential hire does something very bad against the corporate rules. Rebel in the sense that he/she dares to speak up, raise his/her ideas, initiatives or even challenge the management when things are deemed off track. The true fact is that an obedient employee will be of limited use in this change-up environment.
Fill in the Blanks
Look carefully at the total strengths and skill gaps of your teams in various work units, and go for the qualities and styles that are missing. A Marketing Executive with a good sense of humor will be a good fit in your team with a writer who prefers silence for her work.
No room for habits’ change or improvement
Never hire someone with good potential but questionable habits, thinking you can change him or her. It’s just like choosing mates, what you see now is what you get forever.
Test Drive
Don't be satisfied with references. Remember that many of the most glowing references are given for people others are eager to get rid of. Use assessment process including day-long simulations as part of your interview process, or invite applicants to provide you with a portfolio of their best work.
Recruit, Recruit and Recruit
Keep in mind the need of recruiting aggressively and continuously. If you rely the job of recruiting on HR, tell them that you need their help in recruiting extensively and don’t lose any chances to attract candidates from all sources. If the job of recruiting is too serious to be handed entirely to HR, spend proper time to search for the most potential candidates and always have a pool of potential candidates at hand. Don't wait until a vacancy occurs. Keep an eye out for prospects before the need arises.
