How to hire and promote the right professionals

Your employee has many years of experience, he has probably invested a lot of energy, sweat and maybe even tears in a business, and now, he expects an opportunity for recognition. Perhaps he was aiming for all this just to achieve a desired post.

The big questions are: Is he ready for this? Is just doing a good job in the business world one of the reasons that enable professionals to be managers?

In the world of good management, the past only reveals skills, but does not guarantee a future for successful leaders.

A good manager acts and does not want to do more

On the one hand, there is some clear evidence that someone may be emerging for leadership, but making the right decisions is facing another myth in the face of this challenge: Believing that good leaders are ready.

While you may not think so, you may be looking for an employee who currently has no way of investing time, patience and resources to deal with new challenges. So you need an active person.

There is not a kind of hard evidence for an employee to prove to his bosses that he is “the next guy”, nor can the boss be guaranteed that there will be no grotesque mistakes during the apprenticeship. Fear is on both sides.

The manager has to be prepared to fulfill more than his basic job description, to take care of people’s problems and in addition to be able to have all the strategic and analytical data of an operation in the palm of his hand.

There is never any guarantee of success when promoting someone, but it is possible to be aware of a possible and more precise path that certain indicators point to.

Is the candidate a problem solver?

It is not just about proactivity, but about efficient problem solving. There will be no day in the life of the manager who will not have to make decisions or create new ideas to solve things.

Often, as a leader, you cannot wait to know what to do. It is a game that you often cannot train before. The great hallmark of a manager profile is to be able to think strategically about what needs to be done, and more to be able to execute.

Who on your team tends to face a challenge and take it for themselves ? A good problem solver can even learn to manage people more efficiently if he doesn’t initially have this affinity. Look for people who always tell you how to fix situations.

When we present more real and possible solutions to the problem, we leave the mark that our initiative results in the company’s dedication and success. You can train good people to deal with roles, but that characteristic is definitely different.

Does the candidate take on the scolding?

Develop small ways to manage people or projects until it is learnable, which cannot be forced with people with characteristics to take charge of things.

Building a management skill involves previously taking risks. There is always that person who naturally tends to be a leader within a team. Obviously, just having the power to influence does not necessarily make someone a great manager.

So open up opportunities for those who know how to handle responsibilities better.

Gradually delegate simple managerial-level tasks to understand how these people work under pressure, have them train new hires, conduct small meetings or even supervise small indices. Look for people not only who are willing to prove their leadership skills, but who naturally it tends to help, to plan and to be committed to things other than its already known qualities.

We are not talking about overloading employees to test your limits, but about understanding how much you can help you deal with this pressure and make you a good enough manager.

Does the candidate really know much of the company?

Anyone who wanted to take on a leadership process needs to understand the synergy it can develop with the rest of the company. The broader view of the company and being in front of the right information will transform a more efficient management.

In order to develop any strategy to boost a department, you must learn to deal with all the important parts of a company, from the relationship with people to the minimum knowledge of processes.

In fact, if you find a profile that is really interested in learning as much as possible about the business as a whole, you can already imagine that it is a good choice to occupy a leadership position.

Look for a profile that is interested in developing the market vision, is committed to analyzing current business goals and achieving other, more audacious challenges.

Keep in mind that a good guy to occupy the reference of an industry has to know the latest information, needs to deepen the knowledge of operations, know how to organize strategies and tackle innovative challenges in the company.

Does the candidate know how, where and why learning is necessary?

I know, it is not easy to find ideal profiles and eliminate unsuitable candidates. Most important of all is dealing with continuous learning. A person who is not afraid to take new measures after new knowledge.

Look for someone who is willing to improve processes, know more about the market, know how to take advantage of your team and improve your intangible difficulties.

If you want to learn about your business responsibly, have a progressive education about your market, and learn how to solve management problems, look for people who always follow up in order to grow in expertise, performance and technological maturity.

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