- Can Dilbertian Thinking Improve Results?
- Court of Appeal Rules in New Holiday Pay Calculation Case
- Medical Information and GDPR
- You’re Having a Laugh!
- How to Ask For Help
- Employer’s Knowledge of Disability
- How Should Employers Deal with References Post-GDPR?
- Is It Time to Offer Bone Density Testing?
- Helping Employees Beat Loneliness and Depression Naturally
- Plants, Peace and Productivity
- The Messy Desk Conundrum
- The Pain of Living in Interesting Times
- Sabotaging Success
- Make it Mozart!
- Follow Proper Procedure Even in the Most Blisteringly Obvious Cases
- How to Speed Up Slow Performers
- Simple Belief of Discrimination is Not Enough
- Four Ways to Get More Done
- Abandon the Tyranny of the “To-do” List
- Eugene the Egg Cracks
- Three Conditions to Ensure Training Works
- Benefitting from Peer Knowledge
- How to Cope With “Secondhand” Stress
- Do You Need More Resources – or to Work More Efficiently?
- Network to Progress
- Recruitment A Listers
- Six Steps to Successful Flexible Working
- Stimulating Intellectual Curiosity
- 12 Dangers of Christmas
- Does Someone You Know Enjoy Being Miserable?
Recruitment A Listers
When I was researching my book on creative recruitment, I came across 'Who' by Geoff Smart and Randy Street and I really liked it. The book sets out their method for choosing A listers.
We all want and need A listers in our teams (especially those who are leading the business) but when the world seems to be so full of C listers and worse how can we work out who’s who and raise our game?
Let’s start by defining what we’re looking for. Based on feedback from 200 of the most successful business people in the world, here’s the ‘Who’ list of critical competencies for A players:
- Efficiency - produces significant output with minimal efforts.
- Honesty and integrity - earns trust and maintains confidence.
- Organisation and planning - prioritises and plans in a productive manner.
- Aggressiveness - moves quickly and takes forceful stand without being overly abrasive.
- Follow through on commitments - follows through on verbal and written commitments, regardless of personal cost.
- Intelligence - demonstrates ability to quickly and proficiently understand and absorb new information.
- Analytical skills - able to structure and process qualitative and quantitative data and draw insightful conclusions.
- Attention to detail
- Persistence - demonstrates tenacity and willingness even in difficult circumstances.
- Proactive - innovative and creative.
Other factors they believe should be considered in A players are:
- Ability to hire other A players
- Ability to develop people
- Flexibility and adaptability
- Calm under pressure
- Strategic thinking / visionary
- Creativity and innovation
- Work ethic
- High standards
- Listening skills
This is a helpful analysis, although every business will have its own unique qualifications for A players.
Having the right people in the right role is critical to a successful business. If you don’t get these fundamentals right you are wasting your time.
If you need help sorting out HR problems, give us a call on 01908 262628.
Sign up for our free resources and free weekly tip - subscribe here.
Phone 0345 644 8955
LinkedIn Russell HR Consulting
Although every effort has been made to ensure the accuracy of the information contained in this blog, nothing herein should be construed as giving advice and no responsibility will be taken for inaccuracies or errors.
Copyright © 2018 all rights reserved. You may copy or distribute this blog as long as this copyright notice and full information about contacting the author are attached. The author is Kate Russell of Russell HR Consulting Ltd.