Also if you decide to hire from the job market the hiring technics available like psychology and intelligence tests through outside hiring companies are not free of flaws. These techniques even when applied by professional psychologists are no guarantee for a top performer to be hired. People can be trained or train themselves to pass such tests and hide their shortcomings successfully until the trial periods are over.
So the best way for a company to get top performing employees is to develop good talents internally.
As there are tasks for differently gifted employees in every company– not every position needs a genius–, it is worthwhile to keep the eyes open within the ranks to find the best ones for every level of task needed.
A good employee must be able to focus. Not the one who shows permanently hyperactivity guarantees he is a good performer, often these self-marketers are loose cannons who do more harm than good.
Test your candidates if they are able to concentrate on a task they are given. Try to make their task bigger and bigger until they reach their limit of competence and when you see they have reached it offer them the job where they have performed best while tested.
If they are able to grow with the tasks they are given they will automatically grow in to the jobs with higher responsibilities in the company. Within a pool of talents there will be fund such way candidates for the most positions up to top management.
Another way is to watch them is to find out where their most effective point is. Good candidates need to recognize their own minimum ( or minimal) factor* and find themselves or with the assisting help of their superiors ways to overcome it.
Even the company who has the money to hire personnel out of the best schools does not mean they will be able to fill all the positions. All of these hires can do their jobs satisfactory until sooner or later will reach their minimum factor, something they are lacking to reach the next level of competence. Having the self-confidence to realize where they have their lack of knowledge, their own minimum factor, to do the job proves you have found a real jewel. But this needs also superiors who have the patience to give the hard trying employee the time to fill his lacking needs.
An employee who has the talent to discover and differentiate the tasks which are not only short term patches to solve an individual problem but are long term benefits for the company is a blessing for each enterprise and is worth to be supported for higher tasks.
But this needs a culture of patience and tolerance inside a company or department to let an employee patiently grow with his tasks. Actually it must be accepted and written down as a company policy.
An employer or superior who itself lacks work ethics and integrity and who is not able to support teamwork by making his employees self-confident even if they fail sometimes, will hardly be able to develop high performing employees because he cannot inspire and excite his team by himself.
*The Minimum factor has first been detected by the German chemist Justus von Liebig. He found out that even plants who have good soil and minerals stopped growing as they were missing only a little nitrogen. After adding this nitrogen the plant continued growing again until all the other nutrients were used up.
Analogies of this biological process were found also outside the natural sciences:
In the case of personnel development this means for example, that a technical manager with an engineering degree has reached his level of incompetence when he does not understand reading and interpreting financial statements. An intensive outside training on business financials will enable him to comprehend the financial impacts as well as the technical aspects necessary to manage a company. He is able to start growing again as he has overcome his minimum factor of lacking financial knowledge.
Avant Garde Ideals
Avant Garde Ideals