You’re passionate, you care, you get it, you think about your business day and night, but let’s face it, you’ve got a big vision for that business and you probably can’t realize that vision all by yourself.

Your passion and commitment are essential, but it’s your ability to build passion and commitment for that vision in others that is going to be the key to growth.

You need committed and connected staff members. You need committed and loyal customers. You need to create a commitment factory.

Tsun-yan Hsieh is the chairman of LinHart Group which specializes in CEO leadership, here he suggests six highly effective tips which anyone can apply and become a talent magnet. These include cultivating and maintaining relationships with talented people much before you actually need them, creating the right expectations about yourself and your enterprise, looking beyond talented individuals’ accomplishments into what actually drives them, getting them into your company in a planned and thoughtful manner and then mentoring them for success.

Hiring based on experience and skills is passé, at least in the companies discussed in this article which cater to totally differently areas, they are Specialty Care Center (health care), ING Direct (retail banking), and Southwest Airlines (airlines). These companies look for the right attitude while hiring and train them for skills in-house. Their common reason is that’s the only way to re-energize and renew an industry.

Personality assessment tests are not only highly underestimated but also unfairly criticized for being ineffective, in reality well designed personality assessments can serve as excellent hiring tools. Scores of recruiters have found that candidates who have not done well in personality usually turn out to be unsatisfactory performers. One of the most frequent gripe against personality assessment tests is that they can be faked very easily.

Right hiring is a major challenge faced by organizations more so in the aftermath of the downturn. Check out the latest tips offered by experts.

Roland Smith is a senior faculty member at the Center for Creative Leadership, a Greensboro, N.C.-based provider of leadership education to companies, government agencies, nonprofits and educational institutions.

Source: Wall Street Journal
 

Subjective hiring practices have come under scrutiny after the recession has. Even the standard hiring process that included application, interview, résumé and reference-check is being viewed as too soft and unreliable. Companies are now increasingly turning towards psychological scrutiny and rigorous simulations to select suitable candidates especially for their corner offices.

Source: Forbes