“Hire people who are better than you are, then leave them to get on with it,” said legendary British advertising executive David Ogilvy when asked of his business strategy. “Look for people who will aim for the remarkable, who will not settle for the routine.” Read on to discover why his strategic approach to hiring leads to success.
Understand Different Personality Types and Talents
Different roles within an organization will suit people with different talents and aptitudes. These characteristics are typically tied to personality traits.
For example, a shy worker may never have what it takes to lead a team, but her eye for detail and focus might help her excel in a programming role. It might be worth investing in a more confident, objective employee who will require training to develop the business skills he needs to advance in the company.
More and more organizations consider personality when hiring staff. They’re learning it takes a diverse array of personalities — and the talents linked to them — to create a successful work environment. Candidates will even take formal personality tests to ensure employers that they’re a good fit for both the position and the company.
Hire To Improve, Not to Replace
It can be easy for employers to think of the hiring process as simply a means to replace lost staff. However, it should be seen as an opportunity for corporate growth. Rather than simply hiring someone that can do the same job that the last employee did, employers should look for talented, smarter candidates that can do a better job and do it more effectively. This strategy of recognizing talent and assimilating it into an organization will ensure a company is always improving. Improvement and success tend to go hand in hand.
Hire People That Support Your Company Vision
General Electric is one company that has grown through hiring people that supported its vision. It identified its growth strategy built on five key pillars: technological leadership, services acceleration, enduring customer relationships, globalization, and resource allocation. It then set about hiring people with talents that aligned with this strategy. For example, it targeted tech-savvy individuals to support its focus on technological leadership and innovation. This approach seems to be working, as GE posted a 20 percent increase in profits in the fourth quarter of 2013.
Present Your Company in the Best Light
Employers should realize talented candidate interviews a company and assesses its suitability just as much as a company interviews the candidate. For this reason, organizations must present themselves in the best light.
The little things matter. Employers should be enthusiastic about the company, its vision, and the candidate’s role in it. It’s also smart to stress the importance of talent to the firm. These practices help employers create the positive first impression they need to secure the most talented and suitable candidates.
Understanding the importance of all personality types and how the talents of prospective employees can enhance your team will give your company its best chance for success.
Ohio University’s Master of Business Administration Degree
Nationally recognized by U.S. News & World Report as a “Best Online MBA” program, Ohio University’s online MBA degree program includes a concentration in Strategic Selling and Sales Leadership. Courses focus on building customer relationships, quantitative skills necessary for sales professionals, and sales leadership.
Other program concentrations include accounting, business analytics, executive management, finance, health care, operations & supply chain management, strategic selling & sales leadership, business venturing & entrepreneurship.
MIT Sloan Management Review, “GE Talent Management: Aligning Hiring With Strategy”
Leadership Now, “Quotes about MANAGEMENT”
Small Business Chron, “Importance of Personality in an Organization”
Lucas Group, “Driving Financial Success through Strategic Talent Sourcing and Hiring”