How to Hire A-Players: Finding the Top People for ... - GIT home page
How to Hire A-Players: Finding the Top People for ... - GIT home page
How to Hire A-Players: Finding the Top People for ... - GIT home page
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94 <strong>How</strong> <strong>to</strong> <strong>Hire</strong> A-<strong>Players</strong><br />
(which is better than most student jobs). Students can also earn academic<br />
credit at <strong>the</strong> rate of 1 credit hour <strong>for</strong> every 30 hours worked.<br />
Teaching helps <strong>to</strong> make Todd an Influencer. It gives him a perfect<br />
opportunity <strong>to</strong> see a lot of sharp people in action and <strong>to</strong> determine<br />
over time who has <strong>the</strong> potential <strong>to</strong> be an A-player in his business<br />
and industry. As Todd says, ‘‘During job interviews, we all tend <strong>to</strong><br />
make snap judgments and <strong>the</strong>n justify our first reactions. In my situation,<br />
I develop my impression of <strong>the</strong> person over three months. It<br />
is a much more logical and effective way <strong>to</strong> evaluate people.’’<br />
Cultivating Referral Sources<br />
When it comes <strong>to</strong> cultivating referral sources <strong>for</strong> A-players, keep in<br />
mind that maintaining <strong>the</strong>se relationships does not have <strong>to</strong> take a<br />
lot of time if you do it right. Here are five steps <strong>to</strong> follow.<br />
1. Connect. Get introduced <strong>to</strong> people. Ask questions and be a<br />
good listener. Figure out how you can be of value <strong>to</strong> o<strong>the</strong>rs so<br />
<strong>the</strong>y will want <strong>to</strong> be of value <strong>to</strong> you.<br />
2. Educate. Educate people about your A-Player Profile. Often<br />
o<strong>the</strong>rs will have misperceptions about <strong>the</strong> talents you seek. The<br />
Tom James Company, <strong>for</strong> instance, looks <strong>for</strong> great salespeople<br />
whom <strong>the</strong>y can train <strong>to</strong> be great tailors, not <strong>the</strong> o<strong>the</strong>r way around.<br />
Take <strong>the</strong> time <strong>to</strong> educate people about <strong>the</strong> talents you really want.<br />
3. Refer. The best way <strong>to</strong> get people <strong>to</strong> help you is <strong>to</strong> help <strong>the</strong>m.<br />
Look <strong>for</strong> any opportunity <strong>to</strong> refer potential employees, potential<br />
clients, or just good contacts <strong>to</strong> <strong>the</strong>se referrals sources.<br />
4. Remind. You have <strong>to</strong> remind people that you are around so<br />
that <strong>the</strong>y remember <strong>to</strong> help you. Use e-mail reminders, quick<br />
phone calls, LinkedIn, Twitter, or any o<strong>the</strong>r <strong>to</strong>ol you can <strong>to</strong><br />
alert people about you and your company. Remind <strong>the</strong>m that<br />
you are always interviewing and on <strong>the</strong> lookout <strong>for</strong> A-players.<br />
5. Puti<strong>to</strong>nau<strong>to</strong>pilot.It does not take much time <strong>to</strong> maintain<br />
<strong>the</strong>se relationships if you are staying in <strong>to</strong>uch electronically.<br />
Some of <strong>the</strong>se referral connections will be productive over<br />
time, while some will not. If you get just one or two A-player<br />
referrals from a source over <strong>the</strong> course of a year, your time has<br />
been well invested.
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