Smart Hiring – Guidance From Barbados Business Leader Bobby Genovese, Other Execs

Posted on Aug 1 2019 - 10:51pm by Editorial Staff

When you ask business leaders for advice and insights regarding how to make a company successful, one thing that’s mentioned again and again is the importance of building an effective team. Companies rise and fall on the strength of their people, so combining the skills, talents and contributions of a select group of individuals gives a company its best opportunity to grow and flourish.

When you ask business leaders for advice and insights regarding how to make a company successful, one thing that’s mentioned again and again is the importance of building an effective team. Companies rise and fall on the strength of their people, so combining the skills, talents and contributions of a select group of individuals gives a company its best opportunity to grow and flourish.

Moritz Plassnig of Codeship, echoes this sentiment. “The longer I’m involved with Codeship, the company I co-founded, and the more entrepreneurs I mentor, the more I’m convinced that people and a great team are the lifeblood of a fast-growing startup. I would even go so far as to say that people are the foundation of every organization, big or small, high-tech startup or huge corporate juggernaut.”

Building your leadership team with people whose skills complement yours, rather than simply hiring so-called ‘yes people,’ is wise, according to Bruce Eckfeldt, founder and CEO of business coaching firm Eckfeldt & Associates. “They add nothing to the conversation and only look to curry favor and avoid criticism. Great CEOs have the confidence and humility to surround themselves with people much smarter than they are. This will expand the capabilities of the team and deepen the team’s experiences and insights.”

One way to help position your company for success is to hire people who have experience in a given field, advises executive Bobby Genovese.

“I like to connect enthusiastic people with winning opportunities,” Bobby Genovese says. “It’s smart to hire people with experience, passion and who are able to see the big picture and how they can help make it even bigger.”

How do you find the best people?

Blossom CEO Charles Schranz suggests using your network. “You probably already know some people with amazing skills that you’ve worked with in the past,” he says. “So does the rest of your team. Work those connections. A lot of hugely successful companies got started by friends, fellow buddies from university and previous co-workers.”

Many CEOs like Bobby Genovese and others say they have opportunities to hire people with amazing resumes who look like superstars on paper and probably are, professionally. A repeated comment is that while credentials and accomplishments are highly important. Equally important is that anyone you’re considering bring into your company should fit into your corporate culture. After all, they’re going to be spending lots of time there and you’ll want them to interact well with other team members.

Craig Handley, co-founder and CEO of ListenTrust, says that values, desire and character are more important than talent. “Your business needs values and to stand for something. Hire people with the same values, desire and character,” he says. “I’ve hired people with the most amazing resume but just didn’t fit —it’s bad for them and terrible for us.” Handley says his company asks candidates 30 questions that ascertain how a candidate aligns with ListenTrust’s core values and culture.” The bottom line is that you need the best available people in your company, and it’s worth the time it takes to find them. Your company will benefit.

Moritz Plassnig of Codeship, echoes this sentiment. “The longer I’m involved with Codeship, the company I co-founded, and the more entrepreneurs I mentor, the more I’m convinced that people and a great team are the lifeblood of a fast-growing startup. I would even go so far as to say that people are the foundation of every organization, big or small, high-tech startup or huge corporate juggernaut.”

Building your leadership team with people whose skills complement yours, rather than simply hiring so-called ‘yes people,’ is wise, according to Bruce Eckfeldt, founder and CEO of business coaching firm Eckfeldt & Associates. “They add nothing to the conversation and only look to curry favor and avoid criticism. Great CEOs have the confidence and humility to surround themselves with people much smarter than they are. This will expand the capabilities of the team and deepen the team’s experiences and insights.”

One way to help position your company for success is to hire people who have experience in a given field, advises executive Bobby Genovese.

“I like to connect enthusiastic people with winning opportunities,” Bobby Genovese says. “It’s smart to hire people with experience, passion and who are able to see the big picture and how they can help make it even bigger.”

How do you find the best people?

Blossom CEO Charles Schranz suggests using your network. “You probably already know some people with amazing skills that you’ve worked with in the past,” he says. “So does the rest of your team. Work those connections. A lot of hugely successful companies got started by friends, fellow buddies from university and previous co-workers.”

Many CEOs like Bobby Genovese and others say they have opportunities to hire people with amazing resumes who look like superstars on paper and probably are, professionally. A repeated comment is that while credentials and accomplishments are highly important. Equally important is that anyone you’re considering bring into your company should fit into your corporate culture. After all, they’re going to be spending lots of time there and you’ll want them to interact well with other team members.

Craig Handley, co-founder and CEO of ListenTrust, says that values, desire and character are more important than talent. “Your business needs values and to stand for something. Hire people with the same values, desire and character,” he says. “I’ve hired people with the most amazing resume but just didn’t fit —it’s bad for them and terrible for us.” Handley says his company asks candidates 30 questions that ascertain how a candidate aligns with ListenTrust’s core values and culture.”

The bottom line is that you need the best available people in your company, and it’s worth the time it takes to find them. Your company will benefit.

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Editorial Staff

Editorial Staff at I2Mag is a team of subject experts.