The first thing you need to do as a manager is select and recruit a team. The people on your team will be very important elements on your journey to achieve your goals because, as you work side by side as a team, you can blame them for your mistakes.
No, just kidding, although some of you might think that's a great idea.
Yep, sometimes working on a team can be hazardous to your career. However, if you want to achieve your goals, you need a team to work with. Therefore, you have to make sure that you have the right people on your team. You need to have people that you can trust and who you can rely on as your team members.
Therefore, you should not choose or reject a team member based merely on friendship or dislike or other superficial reasons such as whether he brings you coffee every morning, or whether he is as annoying as William Hung, in which case you would be allowed to take your office stapler and seal his mouth during the job interview, for culture's sake.
Selecting team members requires a more thorough process. You can start by listing the knowledge, skills and attitude needed by team members and choose people based on that.
It is a method that has been used for thousands of years. Even back the days of cavemen, a leader, when forming a group of hunters, selected only men and never women. It was because during job interviews, the leader found that men had the inherent knowledge, skills and attitude that made them more suitable for hunting. Whereas women had different skills that made them more suitable to staying in their caves and raising children. It's the same inherent traits that, thousands of years later, enabled the Backstreet Boys and Barbie to become so popular. Therefore, the leader only chose men, who had enough strength and agility to go out into the wild and be eaten by T-Rex.
First you must work put what knowledge, skills and attitude are necessary for the job. After you list these required qualifications you can start looking for the right candidates for the job.
There are many recruitment sources that you can use, such as other departments in your company (internal recruitment), career offices or head hunters, advertising in the media, the company's website, etc.
You can work out which source works best for you. You can start by finding the strengths of each source, then compare them with each other, then compare the strongest source with the nature of the job, and in the end, you can finally throw your analysis away and just go to HR department because it usually already has an established recruitment system that you can tap.
There are many recruitment sources that you can use, such as other departments in your company (internal recruitment), career offices or head hunters, advertising in the media, the company's website, etc.
You can work out which source works best for you. You can start by finding the strengths of each source, then compare them with each other, then compare the strongest source with the nature of the job, and in the end, you can finally throw your analysis away and just go to HR department because it usually already has an established recruitment system that you can tap.
It is usually the HR department that collects applications and does initial screenings. It also goes through several stages such as filtering the candidates based on the minimum skills required, personality tests, preliminary interviews, and eeney, meeney miney, moe. Then the HR staff will give you the top three to five candidates based on the criteria you gave them. You can then follow up by interviewing each candidate to select the most suitable person for the job.
Unfortunately, interviewing candidates is not as easy as it seems. You need to learn interviewing skills to make the process successful. An ill-prepared interview can waste a lot of time and can lead to losing good candidates. The candidates might think that your company is so unprofessional that they lose interest in working for your company and leap across the table to stab you with their Montblanc. It would be a memorable experience that you would try to forget for the rest of your life.
Therefore, you need to prepare a plan for the interview, which includes time management during interviews, the flow of conversation, the types of questions to be asked at which point in time, etc.
Remember to stick to the plan throughout interviews, except when there is a substantial reason not to, such as when you forget
After you finish interviewing candidates and have finally formed your team, you can start the journey to achieving your organization's goals. It requires a lot of effort and skill, and you and your team need to work really hard at it. But if all fails, don't worry, you can always blame your team members.
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