Star attraction

9 April 2013
As you all have gathered from my last column, I am a reality television addict. It doesn’t stop with Big Brother – 
I am also a fan of talent shows such as X Factor and The Voice. I enjoy the way they work through those with questionable ‘talent’, through to the average performers and finally to the stars. For these shows, finding the talent is simple with people travelling from far and wide to get their chance. Unfortunately for us in business, finding star quality is not that simple. We don’t have an endless queue of talent knocking at our door and the talent we want may not be looking for a new opportunity. So how can we find and secure great talent without spending too much time reviewing non-starters? Here are a few points to consider: Need
  • Are you clear on what you need and are your expectations realistic?
Agencies
  •  Are you using the right agencies to find your stars?
  •  Have you briefed them sufficiently so that they understand expectations?
Market
  • What does the market look like? Are people moving around?
  • What makes you stand out as a recruiter?
Internal review
  • What is your culture like? What types of individuals will you attract?
  •  How attractive is the benefits package you are offering? Is it competitive?
  • What about work-life balance, flexible working, etc?
  • Do you give people the opportunity to progress? What about your investment in training?
  •  What does the internet and social media say about you and your company?
Taking one for the team How exciting was the recent Malaysian Grand Prix! I was sat on the end of my seat in anticipation waiting for the post-race interview with drivers Sebastian Vettel and Mark Webber. We cannot be completely clear about what happened – Vettel had apparently been asked by his Red Bull managers to ease off the throttle to allow Webber to come first, so ensuring they took the top two positions, but Vettel decided to overtake Webber for pole position. From where 
I was sitting, whatever happened was a clear demonstration of how not to work as a team. You often see this in professional teams where one member starts to see themselves as the star performer and starts working in isolation, believing that they are the team. This ends with either people leaving, or morale hitting a low, impacting the overall performance of the team. I am sure you will agree that this is the same in the business environment. In order to drive the highest levels of performance, we need to know, trust order viagra online and respect each other. It is only by working together, sharing knowledge and solving problems as a team that we will achieve our goals. Don’t get me wrong – a bit of competition is good to keep challenging the status quo and continuously improving. However, a team full of strikers will never win a match. ☛ Nicola Bromby is head of commercial management, Heathrow Airport
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