mind your business: Seven Tips for Hiring 'A' Players

The quality of your business depends on the quality of your team. A motivated, energized staff is the key to companywide success—you want "A" players, those colleagues who contribute disproportionately to the advancement and profitability of the organization.

If you can build a team of "A" players around you, then your job as a business leader or owner becomes much easier. You won't have to deal with endless crises, allowing you to focus on developing your organization's future strategy.

So how do you find "A" players for your team? First, don't just look for skills and experience—start by looking for someone with a great attitude. Then, give these seven tips a try.

1. Have a simple, one-page plan that you can share with future employees. This plan should highlight your organization's achievements during the past year, and your vision for the next three-to-five years. "A" players are motivated as much by being part of an organization that has clear goals and aspirations as they are by salary and benefits. They want to be part of an organization that has a purpose.

2. Look for employees in new places. Don't be afraid to expand your search outside your industry for people with the right attitude and a track record of success. You can always train new skills and product knowledge.

3. Conduct a screening interview over the phone. Consider having a 15-to-20 minute telephone interview with potential candidates. This can save both parties a lot of time and expense before a more formal interview is arranged.

4. Focus on personality. Use DiSC or another similar personality profiling tool to make sure a potential hire is a good fit for the role you are seeking to fill. Each different field requires its own brand of skills, such as high-influencing personalities or levels of compliance.

5. Watch body language. Always have another person interview with you and if possible get him or her to ask the questions. That way, you can concentrate on the candidate's answers and body language, to make sure it is congruent with what is being said.

6. Speak to a former boss for a reference. Sometimes it is not what is said about the candidate but the way it is said that can alert you to potential problems. It can also provide clues to the positive aspects of the candidate. Written references are usually brief and not as helpful as those given over the phone.

7. Try a referral program. Have a program in place that rewards existing staff members if they recommend someone for a position. You could offer a cash bonus to employees if their recommended candidate is hired, and another bonus if the candidate is still with you and performing well six months later. As an added benefit, this ensures that new staff members have a mentor looking out for them during their initial six months.

If you surround yourself with a team of "A" players—who have great attitudes, are motivated by achievement and are strong in areas where you are weak—then your role as a leader or business owner becomes far easier. You can concentrate on setting the future strategy for your organization while your team achieves amazing results.

By Richard J. Bryan

Richard J. Bryan is an international speaker, executive coach and author of the forthcoming book, "Being Frank: Real Life Lessons to Grow Your Business and Yourself." Through his experiences as the fourth-generation CEO in a family-owned business, Bryan gained a wealth of knowledge and developed into a leader. By applying his creative strategies, he helps businesses hire the right people, forge dynamic teams and increase their profits. For more information, visit www.richardjbryan.com.