Archives for posts with tag: recruiting

A question for you to ponder: Do the best leaders surround themselves with great people, or do they help the people around them become great? 

My experience tells me the answer is…both!  But let’s start with the first part…

During a recent conversation with a highly successful manager, who operates in the challenging food & hospitality industry, a point was made about team development. He noted that one of his key objectives was to hire people who were better, smarter or more talented than he was.

This resonated with me as this has become one of my essential success tenets.

Decades ago, once I became mature enough to put my ego aside, the realization that if I secured, & surrounded myself with, really talented people, perhaps my leadership role would become much easier. And it did!

Often I’ve worked with leaders who feared talent that was potentially as good, or even better than they were.  They let their ego’s and foolish pride get in the way of doing the smart thing, which subsequently led them toward hiring marginal talent compared to what was available in the market place.  This ultimately resulted in less than optimal performance.

These “bosses” shared an underlying concern that the potential “superstar” would make them look inferior, or even worse, eventually “steal” their leadership position away!

This type of self-centered thinking not only limited the team & businesses success, but truly restricted that leader’s ability to grow through the organization.

The reality is that leaders who surround themselves with the best possible talent tend to produce better-than-average results. Further, they consistently demonstrate the ability to develop talent for the organization, which often facilitates professional growth and advancement.

Perhaps you have seen this happen in your experiences as well.  Or even worse, if you happen to be one of those who has unknowingly inhibited your success by falling into this trap, this could be the perfect time to take on that new approach for building your team.




Once a talent strategy has been refined to understanding the quantity and quality of employees required to optimize results, a diligent sourcing process commences.

Uncovering and identifying ideal candidates through multiple recruiting techniques is an essential process often underemphasized.  The attraction, screening and ultimate selection of the most qualified talent can differentiate between good versus great companies!

Making an assumption that clearly defined human resource needs have been identified, and the corresponding job analysis and descriptions are completed, the various avenues for staffing candidates are extensive.

Primary sources would include traditional job-boards, internet aggregators, state workforce agencies, social media, “now hiring” postings, etc.

Personally, I have experienced the most success when using either:

  • my Linked-In network to seek out former associates or solicit applicants;
  • employee referrals, both internal (current) and external (former).

In either case, the benefit is that of having a known work history surrounding that prospect…past performance is a good indicator of future success.

Nonetheless, it is crucial to secure quality new hires from multiple resources, and to maintain an ongoing pipeline of applicants to assist with ongoing needs.

Talent 4 step