{”If you engage only those people you understand, the company will never get people better than you are, so constantly remember that you often find outstanding individuals among those you don’t in particular like” - Soichiro Honda.} Perhaps the best thing you could do for your practice is to recruit some fantastic people who would enrich your T.E.A.M. as having dapper, enterprising and diligent individuals working under you could make your job more fruitful, simpler and more rewarding. With time, individuals improve and the great individuals would become super heroes and within a short span of time a couple of them on your T.E.A.M. could take your practice to such heights that you become the number 1 choice in the market. It is not a very smooth and simple job to recruit super people but it is worth the trouble nonetheless and here are 4 fundamental aspects of it which I have learnt.
Make the committal: Something worth doing is worth doing well. You can’t expect to employ great people if you spend just a few hours working on it. I would be the last individual to toil through the interview process and I am always in a hurry so I get hold of the first respectable individual who walks in, now this would never get you what you want.
Look for the right assets: Having superior intellect is a wonderful thing but I would consider it as the third best thing I am looking for. The two most serious facets, which should be present, are demeanor and flair. You can’t train somebody to have a delightful attitude and character so fire cheerleaders and fire sourpusses.
The drawbacks: Usually a individual coming up for becoming a member of the T.E.A.M. would put his or her best foot forward. If you suddenly observe something, which seems slightly out of tune, do not bypass it, more so if it concerns any specific quality required for the position. When it comes to interviewing, I’ve found that personal quirks are like the tip of an iceberg - what you see on the surface is a very tiny part of what you will have to deal with later.
Do not pay much heed to any special experience: Of the several qualities which are important for a candidate to join your T.E.A.M., having any special experience is not that crucial to me. Yes, it’s good to know that the person you employ can do the technical work from day one - but on day seven or day fourteen, you’ll wish you had opted for the better, though perhaps untried and unproven, prospects.
Lastly, to keep on establishing your team, you must carry on recruiting new ‘Team players’ even when you do not have any expressed need for them. Create a “job bank” folder for each position on your Team and collect the CV from potential prospects. So when you wish to get rid of any member of the team and wish for a replacement or in the process of expansion, all you need to do is to go back to your ‘job bank’ folder and recall al the necessary information of likely prospects and call all of them for a group interview. It is likely that during the process you might bump into someone who could be an asset to the team or be a suitable replacement for a current team member. Yes, it always a good policy to field the best people possible, whenever practicable, even when you need to make a alter.
