Hiring for Impact: How to Transform Your Team

I, like so many others, recently watched the movie Oppenheimer. First of all, watch it. Second of all, while I was watching I picked up on a concept: there’s a difference between hiring someone who does good work versus hiring someone who can create good work for those who do good work.

Let’s break that down a little. If you’re in a position in your business right now where you need someone who is like you, you shouldn’t be hiring someone who’s just “good at their job,” or good at their core competencies. You should look for someone who can operate at your level and can create good, meaningful work for others in your business that will add overall value to your operation.?

I take this approach in my own company, The Gents Place and as a result, I have an incredible team I can rely on. I wanted to take apart the idea so that you can recreate it in your own ventures.

Identifying A Players

So, how can you identify and attract candidates with the qualities needed to create good work for others? Look beyond resumes and job titles and focus instead on traits like leadership potential, adaptability, and a passion for collaboration.

Something we always try to ask during the interview process is to provide specific examples of situations where the candidate has demonstrated their ability to inspire others. If they have a really great story about how they brought out the best in those around them, they have a much better chance of being hired. Look for people who not only talk about their individual achievements but also highlight ways they contributed to their team’s success.?

Effective communication is essential for creating good work for others too. Folks who can articulate their ideas clearly, listen actively to others, and are just plain old friendly are arguably much better leaders than those who can’t. Can they convey their thoughts and ideas well? Are they empathetic and understanding? Find someone who can tick all of those boxes.

You should also keep an eye out for candidates with a growth mindset — the belief that skills can be developed through dedication and hard work. They’ll be more likely to embrace challenges, learn from feedback, and continuously work toward becoming the best they can be.

The Importance of Cultural Fit

Another factor to consider is cultural fit. While technical skills are important, they don’t mean much if a candidate doesn’t align with your organization's values, vision, and working style.

Someone who embodies your company’s culture is more likely to integrate seamlessly into your team, collaborate effectively with coworkers, and contribute to a positive and productive work environment.?

How to figure it out? Consider incorporating “culture-fit” questions and assessments into your hiring process. Come up with specific workplace situations and scenarios and ask how they would handle them. This can help you gauge whether or not they fit with your business’s values, and identify areas where you may be compatible (or not!).

And, don’t underestimate the importance of casual exchanges during the interview process. Take the time to watch how candidates interact with your team members and how they communicate. This will give you valuable insight into their personality, work style, and well…cultural fit.?

It can be helpful to take them on a tour of your office (if you have one) so that you can subtly observe how they carry themselves and treat others.

It Doesn’t End with the Hiring Process

You’ve done it — you’ve found your A players, tested them for cultural fit, and they’re a match. Congrats! But know that the work doesn’t end here. To truly harness the potential of your new team, you need to create an environment where learning and growth are ongoing priorities.

Encourage continuous learning by offering training programs, workshops, and mentorship. That way, you can show them you care about supporting them as they step into their new role. You can even give them the opportunity to expand their skills through hands-on projects that align with their specific interests.?

Say they love marketing. Letting them spearhead future marketing efforts will show them you’re paying attention — additionally, they’ll likely do a better job on the project simply because it’s where their interests lie.?

Creating a culture of curiosity and experimentation, where employees are encouraged to take risks and learn from failure, will get you much further than micromanagement. The best way to develop future leaders is to invest in them — they’ll be in a much better position to inspire the rest of your team to succeed too.

So, think about your next hire: are you looking for someone to simply do good work? What you should be looking for is someone who can transform your business. If you bring on someone who can create good work for those people who can do good work, you’ll soon see a transformation in your overall business.?

This content originally appeared on The Untrapped Entrepreneur.

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