Los Angeles, CA (PRWEB) February 18, 2012
Growthink has released the 5 tactics that are most effective for finding, attracting, and recruiting star team members.
According to Dave Lavinsky, co-founder of Growthink and a leading authority on entrepreneurship, one of the main determinants of a company’s success is the quality of its team members.
“There are no wildly successful 1-person companies,” Lavinsky says. “Hiring the right players for your team is critical to your success.”
Based on Lavinsky’s experience mentoring and coaching thousands of entrepreneurs over the past decade, he has found and now released the following 5 tactics for most effectively finding, attracting, and recruiting star team members:
1. Event Networking
According to Lavinsky, “Great people have several common traits, one of which is their dedication to ongoing education. That's why great people generally go to events and conferences. You also need to go to these events, where you'll find some very talented individuals.”
2. Being Sociable
As Lavinsky explains, “Often, you’ll meet qualified employees at sports events, supermarkets, on a plane, and striking up conversations. All of these everyday situations can result in great hires, if you keep your eyes and ears open.”
According to Lavinsky, “LinkedIn is a great online network to find qualified people to come work for you. Join relevant LinkedIn groups to find folks with similar interests and who are looking to further their careers, and then reach out to the best ones.”
4. Recommendations & Referrals
Oftentimes the best hires are the ones that were recommended by friends and colleagues. Lavinsky recommends that entrepreneurs send emails out to their network and advisors asking if they know someone with specific skills. People generally only recommend people that they believe are competent, since their own reputations are on the line.
5. Executive Recruiters
According to Lavinsky, executive recruiters can find star candidates. Importantly, he explains, “Headhunters will often find you people who aren't actively looking for a new job. These are often the best folks. I mean, would you rather hire an unemployed person looking for any company that will take them, or someone who's thriving at a company but sees great opportunity in helping you grow your venture?”
As an example, Lavinsky explains that, in its relative infancy, eBay used executive recruiting firm Kindred Partners to find and hire Meg Whitman. Whitman turned eBay into a multi-billion dollar company and herself into a billionaire.
Entrepreneurs can use any of these five tactics to find and attract qualified job candidates. However, before hiring any, Lavinsky recommends giving candidates the following two tests:
1. A skills test
According to Lavinsky, “Whenever possible, you should test the skills of the job candidate. If you are hiring someone for a research job, give them a research assignment. If you are hiring someone to be a receptionist, do mock calls with them. I realize that for some jobs, it may be harder to test, but get creative since you want to make sure they will be able to perform before you hire them.”
2. A culture test
As Lavinsky explains, if someone comes highly recommended and passes a skills test, it still doesn't mean they're the right hire.
“Employees must match with your company’s culture. If they're a stiff, and your company thrives on fun and creativity, then they're not the right match. Your company culture is critical, so don't ignore this key test,” Lavinsky says.
Growthink, Inc. is a leading provider of entrepreneurial consulting services. Growthink has also developed several training products and tools for entrepreneurs, including its business plan template, strategic plan template, and marketing plan template. To learn more about Growthink’s products and services, call 800-506-5728.