Team members play a significant role in a manager's success and that of the organization’s, so you want to choose the right people. What are some qualities you look for in a new hire?
HBR Early Career’s Post
More Relevant Posts
-
This article is a great resource for leaders interested in discovering new qualities to consider during the hiring process!
5 Qualities to Look for in a New Hire
hbr.org
To view or add a comment, sign in
-
MAINSTREAM-DATA/ANALYST in several areas as Bussiness Strategies; Market; Legal Scenarios; Governance
VIA Harvard Business Review A great leader knows that their team members play a significant role in their and the organization’s success. That’s why understanding how to make a strong hire is an important skill for new managers to learn. Though you’ll have a limited time with each candidate during the interview process, you can maximize that time by asking strategic questions to gain insights into their strengths and weaknesses. Ultimately, this can help you make more thoughtful hiring decisions.
5 Qualities to Look for in a New Hire
hbr.org
To view or add a comment, sign in
-
Unlocking the secrets to a successful interview! 💼✨ Elevate your career journey by asking these 9 unique questions that set you apart. Show genuine interest, gain insights, and leave a lasting impression. Ready to stand out in your next interview? 💬🚀 #CareerAdvice #JobInterview #StandOutInterview 1. What kind of employee onboarding and training program do you have in place? 2. What do you enjoy most about working here? 3. Does the company have succession planning in place for employees? 4. What is the growth plan for the business over the next 2-3 years? 5. What is the biggest challenge right now for the business? 6. What does your leadership team look for in successful employees? 7. What separates high performers from average performers here? 8. What does your company do for sustainability and corporate responsibility? 9. From our discussion today, do you think I am a good fit for this position and moving to the next step in your hiring process?
To view or add a comment, sign in
-
This week's post shares a lesson that the best teambuilders I've worked with already know. Hiring is not the superpower it used to be. Inspiring people is. In an oversaturated talent market we want every new hire to be the perfect fit, generating meaningful value from day one. But it's getting harder to close the perfect candidate than to find one. Leaving a great first impression goes both ways and is much more than a rigorous interview process. This post tackles the impact great talent strategy has on the ability to hire well.
To view or add a comment, sign in
-
Sharing a few insights on talent strategy - the best team builders I've worked with already know that hiring is no longer the superpower it used to be. In an oversaturated talent market, inspiring people is what generates meaningful value from day one. While we all want the perfect hire, it's getting harder to close the perfect candidate than to find one. Leaving a great first impression goes both ways and is much more than a rigorous interview process. This post tackles the impact great talent strategy has on the ability to hire well. #talentstrategy #teambuilding #hiring #inspiration #startup
This week's post shares a lesson that the best teambuilders I've worked with already know. Hiring is not the superpower it used to be. Inspiring people is. In an oversaturated talent market we want every new hire to be the perfect fit, generating meaningful value from day one. But it's getting harder to close the perfect candidate than to find one. Leaving a great first impression goes both ways and is much more than a rigorous interview process. This post tackles the impact great talent strategy has on the ability to hire well.
To view or add a comment, sign in
-
I want to highlight an HBR-Ascend article by Shanna Hocking titled “Five Qualities To Look for in a New Hire." For me, Hocking made two compelling points in the article preamble: 1) Making a strong hire can be fundamental to your success as a leader and the team you lead. 2) Making a poor hiring decision also impacts the person you hire, after they turn out to be a bad fit for the job or organisation. I have long believed that making great hiring decisions comes from caring for all concerned, the candidate, the team and yourself. This article has reinforced that. Hocking also highlights five traits to look for in a new hire in these demanding times: 1) Entrepreneurial Mindset 2) Curiosity 3) Leading from where they are 4) Self0Awareness 5) Growth Potential She lists useful candidate interview questions and clues to look for in their responses. I like the Growth Potential trait in particular. It’s unlikely that the role or the organisation will stay the same in these rapidly changing times. However, people with this trait will have the capacity to change and grow as the organisation does, as well as be a potential source of untapped potential for the future. I hope you enjoy the read. I also applied this list to myself to see if I am embodying these traits sufficiently!: https://lnkd.in/gXRbDBpM
5 Qualities to Look for in a New Hire
hbr.org
To view or add a comment, sign in
-
Oldie but a goodie When interviewing, regardless of stage, be sure to close. What are the next steps from here? What reservations or hesitations do you have about putting me forward? I'm not seeing it anymore. Probably because hiring managers keep wimping out on giving direct in time feedback 😂😂 but if you don't ask you don't get! Do it #salesrecruiter #sdrjobs #tahs
To view or add a comment, sign in
-
HIRING MANAGERS - YOU GOTTA CHARGE IT!!! As an infielder, you're gonna hear "CHARGE IT" from your coaching staff when ground balls are hit your way. The reason for this is that you don't have a lot of time on a slow ball coming your way, so you have to do whatever you can to speed up your execution on the play to get that runner out at first. This is a perfect analogy for the hiring process. Too many managers fall into the same old cadence when they are going through the hiring process. They wait a week or two to initially reach out to someone that is interested. After that a first round of interviews happens a few days later, it's another week or two before they get to round 2, and then a few more go by for round three. When you add it all up, it's 7-8 weeks between initial contact to a job offer...............and guess what? They are SHOCKED that the candidate found something else or ghosted them. It's just like that kid that sat and waited on that grounder.........charge them with an ERROR!! So, when you see someone that could be a fit for a role you have, GO AFTER THEM like you want to be the hero making that last out of the game. Put them through your hiring process as quickly as possible. Show that you CARE about their well being! Because when you shorten that time period to make that play, you're gonna end up with the outcome you want! Plus, it leaves that candidate in a great frame of mind coming into your organization from day one! Now, go work on those grounders!
To view or add a comment, sign in
-
Some great tips in here for both candidate and hiring managers.
Your Ultimate Guide to Behavioral Interview Questions
themuse.com
To view or add a comment, sign in
-
The three best questions to ask your interviewer as a candidate: 1) Can you share a bit more about why this position is open? 2) What are some examples of building a positive culture? 3) Will you pretty please just hire me?
To view or add a comment, sign in