Here in Chicago Cubs Fever is at full pitch.  Yes, it has been 108 years since the Cubs have made it to a World Series and it’s probably been that long since Cub fans (me included) have been saying “There’s always next year.”  This year looks like the year, that sounds a little hesitant as I don’t want to jinx our current success. The Cubs have gone through several years of rebuilding, creating a team that wins.  While our work teams may not be running the bases and catching fly balls – we want the same result, a winning team.

So how did they do it?

A lot has been written about Theo Epstein and how he puts together a winning, first in Boston and now in Chicago. Two teams which have gone very long without titles – talk about a challenge. In the latest article on the subject, there was something that caught my attention and worth sharing.  The New York Times article “Cubs’ Theo Epstein is Making Lightning Strike Twice” mentions how he picks players.  Like you, he looks at skills. Granted, in baseball you can see a person’s skills by watching them play and understanding the player’s stats.

You, unfortunately, cannot watch someone work at another office so you have to find another way to determine their skills. The easiest is to review past history and asking questions about what they have done and how.  

However Mr. Epstein spends most of his time on the player’s character. WOW! He wants to know about them, what makes them tick, their habits, how they handle diversity – he wants to know the person.

Be honest – how much time are spending getting to know the person you are interviewing? Yes, you have to be careful as the conversation can easily turn into protected territory.  However it should be done and it can be done, ask about what you need to know and make it relatable to work.

How?

First, determine which personal characteristics are important to your team’s success. How are those traits reflected in the work? Ask about it. For example: for me it is important someone learns from past experience. I ask “tell me about the last project you worked on and what would you do differently the next time?”

Second, don’t compromise. It is easy to set aside a difference or habit you don’t care about it they possess all the other traits you want. The questions is, will that particular habit/difference cause you problems in the future? If so, how? Are you willing to take that chance? Only you can answer that.

Be slow and careful when you hire, its a big committment to you, the organization, your other employees, your customers, and the person you are brining in. Don’t rush just to get a person in…warm bodies are not good hires. Read this:  What is it costing you?

A recruiting strategy can be overwhelming if done on your own. There’s no need, we can help! Take advantage of our experience to create a winning team.  Call (773.531.8199) or write ([email protected]) so we can discuss.