How to find the RIGHT people for your team?

4 Jun

Just one more week before the European Championship is going to start and the coach of the German team already chose the team members. He picked the members, who are going to play during the championship and therefore he also selected the ones, who are the best members for an effective and successful team!

However not just a coach has to chose the right people for his team, also a manager has to hire the right people for his company. In one of my last posts I talked about, if there is a future without qualification.

I really want to find out more about this topic and also show different views and opinions. So I thought about the view of a job candidate and a recruiter, but somehow Dr. Bruce Spear, my Business Application Teacher, helped me to get a whole different view, a manager’s view.

Nobody actually things about what he or she has to do when hiring people. When managers hire people they have to look for people, for creative teams, who will make their company more effective and successful.

Thus I questioned myself how do managers hire people to build creative teams for their company?

Michael Hyatt, the Chairman of Thomas Nelson Publishers, the largest Christian publishing company in the world and the seventh largest trade book publishing company in the U.S., is writing a personal blog with the overall theme “International Leadership”. In his blog post “What you should look for in the people you hire?” he claims that managers should not just look for good people or better people.

“You need higher standards if you are going to achieve your mission.”

Therefore Hyatt introduces these high standards by a formula called “H³S”. This formula shows which people Michael Hyatt wants to have in his company. This people should be humble, honest and hungry (H³) and smart (S). He explains that all of these attributes are equally important.

At the end he says that the most important thing is that managers know what they are looking for. He knows by this formula what he is looking for and knows that with those people he “will build a great and enduring organization.”

Another opinion is given by John Tschohl and his article “Building An ‘A’ Team: It Starts With The Hiring Process”. He refers to different people such as Steve Jobs, Walter Isaacson and Bradford D. Smart, Ph.D. Steve Jobs goal was to hire people, who “were creative, wickedly smart, and slightly rebellious to help him build ‘the company that would invent the future.’ “.

Walter Isaacson, however, said:

“when you have really good people, you don’t have to baby them. By expecting them to do great things, you can get them to do great things. The original Mac team taught me that A-plus players like to work together, and they don’t like it if you tolerate B work.”

And finally Bradford D. Smart, Ph. D. introduces “topgrading”, which he defines as “packing an organization with A-players”.

In comparison to Michael Hyatt, who looks for “H³S”-people, the authors in John Tschohl’s article look for A-players, who could in general be similar to “H³S”-people. However, John Tschohl demonstrates also that you have to expect your people to do great things, which will lead them to do great things. So in the second article you as the manager are involved in the employee’s performance.

At the end I want to refer to a video, in which David Kelley is talking about “Hire great people”. He states a whole different opinion about the hiring process. He agrees that the managers have to know who they want in their company, but he also suggests a certain point of view called “attitude of wisdom”. With this strategy they want to find the major fits.

“The major fits are the people, who have the force of personality to get their ideas out to others and are not shy and who have the right balance to consider that their ideas could be improved by others!”



All of these people tell us something about the right way of hiring people to build great teams. I, myself, cannot tell you which of these ways is right or wrong, because I think you have to have experience to hire great people in order to build innovative and creative teams.

But I think that all of these suggestions can be very helpful not just for the managers, who are supposed to choose the right people, also for the job candidates to know what there are going to do and how they are supposed to act.


3 Responses to “How to find the RIGHT people for your team?”

  1. Alexandra June 4, 2012 at 10:57 am #

    Hey Melissa! Somehow my first comment disappeared, so I’ll try again ( and don’t be surprised if you now have two comments from me)
    I enjoyed seeing how you developped your topic from an older posts and which steps you made to find out what really interests you. AS you said, this topic is really important and appealing to us, because most of us are interested in becoming successful managers. And if not, we at least all want to have a successful job interview and get the job we apply for, so it is really useful to know what managers are looking for. I especially liked that you included so many different opinions in your post, because this shows that you are really interested inyour topic and look for all kinds of points of views and not just only your own. The strucutre of your post made it easy and fast to read and the images and video were really well fit and informative.
    Great work

  2. rosepanama June 4, 2012 at 9:50 pm #

    Hi Melissa,

    Great post! You have chosen a current topic in your introduction: the German Championship team. It is great because it attracted me to read further. Moreover, your post is well written and easy to understand. Most of the aspects that you are concerned of reminded me a lot on our Human Resources Management class last semester. However, you brought in some new aspects like the H³S model. I never heard of it but it sounds logical. It is interesting that building a good team begins with the hiring process. How I understand this the hiring process depends a lot on the soft skills of the person that is applying for the company.
    Do you remember the different categories of personal power? One of them was “Charisma”.
    I think it is very important not only to have the expertise but also the ability to gain personal power within the organization. Yet I ask myself whether this is something that you is able to learn or if you are born with it.
    I am excited to read your next post!


  1. CSR – from a manager’s point of view « hit the nail on the top - June 7, 2012

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