Lang believe that most business people believe in the power of expertise. People who know things are smart people, and what they think matters. The problem with this theory is that experts are creating ideas based on what has worked before.
When juggling multiple tasks, we have to be able to decide which ones need to be tackled immediately, and which ones can wait. Hiring someone who can’t get this right means that key due dates and project timelines can fall through the cracks, ultimately hurting your business.
Today’s fast-paced work environments require employees who can do the job now, and have the potential to grow into new roles or leadership positions at your company in the future. After all, if an employee leaves, it costs your company 1.5 times that employee’s salary to replace her.
Leadership is a slippery concept. It’s not strictly confined to actual leaders of a company; we hope to see it at all levels of an organization.
“Plays well with others.” Such a simple remark on a kindergartener’s report card, but one that makes every parent beam with pride. And they should. Early signs of collaborative ability are markers of adult success.
When we talk about culture fit, we don’t mean falling into a “hire like me” mentality. If all of your employees act and think the same, your company won’t thrive.
Adaptability is the number one asset businesses want in an employee (with 69% of hiring managers saying it is the most important soft skill they screen for.)
High-achievers have unique needs that require a distinct way of thinking.
Who is the craftsperson on your team? If you can’t identify one, you probably have a problem, whether or not it has become evident.
Salespeople are arguably the most essential contributors, because they create the relationships that generate revenue. Nothing happens until somebody sells something.