The recruitment mechanism used by your organization is the key to the success of your business
author:Ryan McGrath
(Compiled by Epoch Times reporter Wen Fang) I have said before that the success of my company Asset Living is because we have done a lot of things well. We are good at solving problems, respecting different opinions, and we work hard day after day. The most important point is that we know how to build an outstanding team that will allow us to continue to succeed in the future.
Creating a team in any organization, whether you are a third-party asset management company or an NBA championship team, is an art.
However, there is also a scientific method. Scientific methods can ensure that you find the right members from the beginning. For example, in the field of baseball, Oakland A’s manager Billy Beane uses a system called MoneyBall to analyze players’ various potentials, instead of just looking at traditional uses such as batting rate and RBI. Statistics used to assess the abilities of golfers. By focusing on previously neglected statistics like base rate, Bean recruited some players who were not even noticed by clubs with more money than them. They established a shift player system, built their club very well without increasing wages and expenses, and defeated several clubs that outperformed them.
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At Asset Living, we are not looking for pitchers or outfielders, we are recruiting A-level talent. A-level talents are the best talents, and they can attract the same top talents. And we know that if there are only a few B-level talents in the team, it will lead to the loss of the best talents. We use the Topgrading system developed by management consultant Brad Smart. Smart helped General Electric plan recruitment strategies in the 1980s and 1990s.
According to Topgrading’s analysis, recruiting an inappropriate member, wasting in recruitment, training, and customer dissatisfaction in all aspects of the loss can reach 5 to 27 times the person’s salary. Moreover, hiring inappropriate team members can undermine the company’s culture.
Topgrading’s core theory believes that it is better to let a vacancy than to find an inappropriate candidate to fill it in a hurry. The popular management philosophy is the opposite, which believes that vacancies should be filled as soon as possible to avoid overloading existing team members.
So how to ensure that only A-level talents are found to join your team?
This is the first step before inviting anyone for an interview. First ask the A-level talents within the company and your network, if they know any A-level talents they can recommend. Topgrading strongly recommends that candidates for interviews are introduced through personal connections, and these candidates are more likely to succeed in the organization in the future.
There are two reasons for this. On the one hand, A-level talents will not recommend unqualified people to damage their own reputation. On the other hand, the A-level talents who have already worked in the organization have a good understanding of the company and what kind of people are needed for this position. In fact, they know better than the talent agency, so the recommended candidates are generally more suitable.
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Recruitment using scorecard
Once you are ready for the interview, make a scorecard similar to the job description, but with more detailed content. This step helps you know that you are not blindly looking for the best talent, but for the most suitable talent for the position. Establish a scorecard to help you clarify the specific skills of the talents you need, and understand them one by one during the interview. Remember: Although Nolan Ryan is an A+ pitcher, if you are hiring a fielder, Ryan is not suitable for your team.
Looking for smart and suitable talents without ignoring the expectations of candidates
You must understand the applicant’s history, starting with what they want to do, and then chronologically understanding what they did later. The purpose of this process is to find out whether the candidate’s previous experience is helpful for this new position by asking some questions.
For example, if you want to recruit a manager, the candidate will be a bonus experience if he has been a class leader in the school before or has been a captain in a school sports team. This means you don’t have to spend energy to train this person’s management skills. The last step in the interview is to consider the candidates’ values and their ideals to see if they fit with your organization.
I am definitely a fan of the Topgrading system. Its advantages or the benefits it brings to Asset Living are really hard to say. Of course, if you are not interested in Topgrading, I encourage you to develop your own unique recruitment process, in addition to basic skills matching, there are also some screening methods. It is very important to learn to select A-level talents in the recruitment process and avoid recruiting B-level or C-level talents. The success of your organization depends on talents.
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Reprinted from “Entrepreneur” (Entrepreneur)
Empower people to change the world’s business/Entrepreneur® (Entrepreneur) is committed to promoting the world’s visionary leaders to make changes through innovative ideas, companies and opinions.
original:How to Build a Winning TeamPublished on the Entrepreneur website.
Editor in charge: Han Yu #◇
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