Team Building: How To Attract Star Players

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If you run a business, it’s very unlikely that you’ll be able to reach the dizzy heights without help from a number of other people. To succeed in this ultra-competitive world where 9 out of 10 new businesses fail, you need to fill your team with star players. Here are some tips that may come in handy.

Work out which positions and skills you need

Before you start advertising jobs or contacting recruitment agencies, work out exactly which positions you need to create or fill. Think carefully about staffing structure and costs, and consider your options. It may make sense to add members to your team, but there may be instances when it’s more beneficial to consider temporary posts, to outsource work or to hire freelancers. If you’re taking on a short-term project, for example, you may need to access skilled workers, but do you want to add to your payroll? If you’re eager to find out more about outsourcing, this article may prove useful

Spread the word

Once you know what you’re looking for, you need to spread the word and make sure the people you’re hoping to target know that you’re looking for new players for your team. Choose the ways you advertise roles carefully if your business is niche or the jobs you’re creating require a very specific skill set. It’s worth getting in touch with specialist recruiters or consulting sites like to make sure you attract the right kind of candidate. It will probably be much more useful to advertise an advanced role, which requires postgraduate qualifications and years of experience on an industry-specific website than posting an advert in the local paper.

Establish an effective recruitment process

When you’re looking at applications, you need to make sure that you can pick out the MVPs. As the boss, you want to hire the best candidates, and an effective recruitment process will help you achieve this. You can narrow down the pool of candidates after going through resumes and application forms and invite the strongest applicants for an interview. It’s worth setting a task that is similar to something the successful candidate would do in a normal day at work. If you ask for a presentation for a sales job, for example, this will give you an insight into how that person prepares, how they carry themselves, and how confident they are in a public speaking arena. You can also ask questions to learn more about each person and get a sense of what they could offer and how much they want the job. If you’re struggling to make a decision after the first interview, invite short-listed candidates back for a second interview, and hopefully, this will help you to make the right decision.

If you’re in the process of assembling a team, you want to make the right decisions and attract star players. Think about what you need, use suitable methods to advertise vacancies and ensure you have a recruitment process in place that works. Make use of interviews, get to know the candidates and go with your gut.

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