5 Keys to Building Your DREAM Team

In the previous chapter, we discussed the dramatically greater lift a top-quality employee will deliver to you and your business than an average candidate (one with low initiative and skills) candidate. In chapter two, we are talking about how to build a top-quality team.

 It can be challenging to find those people who will help you take your business to the next level. The search process begins with the following:

• Developing an inspiring vision and purpose for your business
• Establishing the roles and responsibilities of the position, both now and in the future
• Identifying the personality traits and technical skills needed
• Attracting candidates with a compelling and engaging job opportunity write-up

Over the past decade, and certainly since the pandemic, the labor market has changed. Top-notch candidates are hard to find. Many of these would-be candidates are not looking for jobs right now. They are happy with their current employer. As an employer, you must develop compelling and inspiring reasons why the candidates would want to work for you.

Developing an inspiring vision and purpose for your business

 Top-quality candidates want positions where they feel as though they are making a difference both in their work environment and in their community. They are not interested in working for someone who limits employee’s potential by not delegating, not communicating, and not sharing an inspirational and motivational vision of their business.

 There’s a scene in Alice in Wonderland that beautifully portrays the importance of having a vision for your business:

 Alice to the Cheshire Cat: “Would you please tell me which way I ought to go from here.”

Cheshire Cat: “That depends a good deal on where you want to go.”

Alice: “I don’t much care.”

Cheshire Cat: “Then it doesn’t matter which way to you.”

High-performing, high-quality employees want to work for an organization that has direction, especially if that direction inspires its employees and encourages them to “make a difference” in the workplace and community. Businesses with no clearly articulated vision will struggle to attract these desirable candidates.

Similarly, you need to establish the “Why” for your business[MH1] . Your “Why” is your reason for starting your business. The more inspiring the Why, the more powerful it becomes in motivating you, your current, and prospective team members, as well as providing an incentive for customers to continue buying from you.

Here’s an example of a “Why” message from one of my previous clients. His business was selling disinfectant supplies and technology to hospitals, for the purpose of disinfecting operating and patient rooms. “More than 200 people die each day in the US from healthcare acquired infections (HAIs). Our goal is to help reduce those infections, which will ultimately save lives.” [MH2] This client started a business selling disinfectants to hospitals because he wanted to save lives and help stop the spread of deadly infections.

Saving lives is a compelling motivator and obviously aligns with the values and goals of top-quality candidates who are looking to make a difference. You would not attract the same caliber of people if, for example, your business “Why” was “we want to make more money.” In this instance, the owner would be the primary beneficiary and their team might feel like the efforts were not making a difference to their community and culture.

Establishing Roles and Responsibilities of the Position

When a departing employee creates a vacancy in your company, it is the perfect time for the business owner to really think about the roles and responsibilities associated with this open position. Do not create a repeat write-up of what the previous employee did. Imagine what could be achieved with a top-quality employee who has the right characteristics and skillsets.

 For example, if the position you are looking to fill requires a high degree of integrity, you cannot just ask, “Are you a person who values integrity?” In an interview, everyone will answer “yes” to this question. Instead, try one of these questions:

•  Tell me about a specific time when you had to handle a tough problem that involved fairness or ethical issues. What happened and how did you respond?
• When was the last time you “broke the rules?” What was the situation and what did you do?
• Describe a situation where you saw an employee or co-worker do something you thought was inappropriate. What did you do?

These questions require some thought behind the response and will provide you the opportunity to assess the truthfulness of the response.

Identifying the Personality Traits and Technical Skills Needed

Let’s say you hired a candidate who had all the technical skills needed for the position. They had an impressive resume and a great education background. Total rockstar talent, right? But, after six months, you had to fire this new employee. What happened?

It is likely that during the interview process, you focused primarily on the candidate’s ability to do the job and little attention to their personal character. As a result, you hired someone who does not fit with the work environment and culture that you have so carefully cultivated. Do not worry; you are not the only business owner to make this mistake.

Early in the hiring process, as you are figuring out your ideal candidate, you must consider both their technical skills and their personal characteristics. (If you need help pinpointing these traits, let me know – I have a list of interview questions aligned by personality traits that I am happy to share). In fact, personal traits and characteristics can sometimes be even more important than their skill sets. You can teach a new employee how to perform their job, but you cannot teach personal character. You either have it, or you do not.

Attracting Candidates with a Compelling and Engaging Job Opportunity Write-up

Most job opportunities are written from the employer’s perspective; the job post includes logistics and what the employer is looking for. But, as we have established, top-quality candidates are not actively looking to change jobs right now. They are happy where they are. Traditional job posts have zero appeal to them.

To catch your ideal candidate’s attention, your job should be written in a way that makes candidates curious to learn more. It should be eye-catching and engaging. Many employers use their business vision or their “Why” at the top of the post to draw readers in. Writing a job posting is similar to writing an advertisement; you want the buyers (the candidates) to be attracted to and interested in your product (the company and job opportunity[MH4] ).

For example, consider starting your post with this type of language:

If you are the Operations Manager

we’re looking for…You’ll be…

A respected team player who enjoys creating operational efficiencies. You’ll be enthusiastic, mature, conscientious, a self-starter, possess good written and verbal communication skills, and have a customer-service attitude. You’ll also be detail oriented and love delivering quality.

You’ll be responsible for leading the operations of a well-established Atlanta landscape design build company that specializes in making landscapes look beautiful and one-of-a-kind. Our clients value a company with a responsive management, horticultural excellence, and a service attitude. We have built a great reputation with in-town property owners as the gold standard for landscape design services. We are growing and are looking for an Operations Manager who will grow with us.

Final Thoughts:

Many employers tend to rush to fill open positions. But if you do not invest the time in identifying your ideal candidate and looking for the right personal and professional skills, you are more likely to have higher turnover and a group of so-called “average” workers.

Having a team of top-quality employees is critical to the success of your business. Building that team requires careful consideration of your vision/mission, the roles and related responsibilities, as well as the skillsets and personal traits you are looking for.

I specialize in working with business owners to build superior teams. Give me a call at (404) 444-1836 [MH5] or book time on my calendar - https://calendly.com/jefflovejoy/recruiting-and-hire-conversation , and let’s discuss your situation. I will be happy to share some ideas and strategies that have been successful for business owners I have worked with.