Seven Tips for Hiring Top Players

Your business doesn’t run itself. The quality of any organization depends on the quality of the employees. You want top players—those motivated, energized colleagues who contribute significantly to your company’s advancement and profitability.

The 80/20 Rule (loosely based on the research of early 1900s Italian economist Vilfredo Pareto) states that 80 percent of a result comes from 20 percent of a cause. In business, the principle is often applied in a sales environment, but it is equally practical for a variety of industries. If your 20 percent is comprised of top players, then your job as a business leader or owner becomes much easier, allowing you to fully focus on developing a growth strategy for your organization. Here are seven tips to help you find top players.

1. One-page plan

Create a simple, one-page plan that highlights the company’s achievements during the past year and the vision for the next three to five years. Top players are as motivated by clear goals and aspirations as they are by salary and benefits. They want to be part of an organization that has a purpose.

2. Think outside the box

Don’t just look in the same old places for new employees. Consider looking outside your industry for people with the right attitude and a track record of success. You can always train them in specific skills and product knowledge.

3. Telephone interview

Screen potential candidates with a 15- to 20-minute telephone interview. This can save both parties a lot of time and expense before a more formal interview is arranged.

4. Personality profiles

Use DiSC or a similar personality profiling tool to ensure a candidate is a good fit for the role you are seeking to fill. The personality traits of a top player in sales may be vastly different from those of a top player in compliance.

5. Watch the body language

Have another person interview with you and, if possible, get them to ask the questions so that you can concentrate on listening to the answers. Pay close attention to the body language to ensure congruence with what is being said.

6. References

Insist on speaking to a former boss as a reference. Sometimes merely the reference’s tone of voice can alert you to potential problems or highlight positive aspects of a candidate. Written references are usually brief and not overly helpful.

7. Staff referral program

Put a program in place that rewards existing staff members for referrals. Offer a cash bonus to your employees if a recommended candidate is hired and another bonus if the candidate is still with the company and performing well six months later. This may also help ensure that the new hire has a mentor during the initial six months. If you can surround yourself with a team of top players who have great attitudes, are motivated by achievement and are strong in areas where you are weak, then your 20 percent can become an even stronger asset for your organization.