Your organization defines your ability to succeed and prosper within a corporate environment.  Identifying the best talent, attracting them and retaining them is not always that easy.  There are ways to identify the best talent within your company as well as recruiting from the outside.  Striking the balance is important, but the success of the organization and the key for growth are getting the right people on board.  There are things to look for in identifying great talent that aren't always obvious while other times you may have made a mistake, and brought on the wrong person.  In either case all corporations large and small look for the people that attract the best talent and provide an avenue to help them improve the delivery capability of a corporation.

Some of the key factors that are often misunderstood when identifying the best people are below along with the correct view:

1. An understanding of the business problem

2. Deep subject matter expertise in an area related to the problem at hand.

3. The personality that allows them to work well with others (teamwork)

4. A sense of urgency

I have built many teams over the years, and I will always leverage the people I know that have been successful in the past.  This is more dedication and commitment then knowledge of the exact business problem.  Unless you are trying to put a man on the moon, always pick the best and brightest people you know.  If you are trying to put a man on the moon, go to NASA.

Since the people that you have been successful with in the past probably still work in your organization, you should try and recruit them to your new team.  Everyone wants and should be encouraged to work in different areas of an organization and you will find more often then not, people are willing to make the move.

For the people that fit this criteria that don’t work in your organization today, you should do everything you can to recruit them.  Pull out the stops; your success may be based on recruiting this individual.

When I look to hire people that will be new to the team I don’t always focus on years of experience, but on a few basic facts:

1. Ability to think in a logical manner and communicate those thoughts in a clear crisp manner that all people understand.
2. Have proven their abilities on another project, probably not one of yours.
3. A strong team player
4. A fact based decision maker
5. A clear sense of urgency

I will usually have this level person report to someone I have worked with for a period of time to make sure that they understand the dynamics of the organization and are the right fit.

When in the process of looking to bring someone on your team that you have not worked directly with before try to go with a referral from someone you know and trust.  The conversation is usually very straightforward and sounds like this.  The problem we are trying to solve is as such, can this person solve the problem.  Always gauge the response in a binary format, if the answer is yes, then meet the person.  Any other answer even a maybe is No.  You may want to meet the person for another role, but worry about that another time.   When meeting with candidates find people with enough experience to allow them to know how to navigate the organization and be successful. I am personally a big believer in teamwork to solve all business problems, make sure they work well with others and aren’t trying to become a hero.

When in the search process have the least number of interviews necessary to come to a decision.  Rely on the key people that you already have on your team to go through the interview process.  Everyone’s success or failure is mutual therefore they will want the best people as part of the team.  I have a saying that I always tell the people I work with.  Hire the people you trust and feel you can fully rely on.  “If you don’t trust the people that work for you, terminate them and hire the right people.”

When you are building a team, go with the people that you have worked with in the past and have been successful.  Make sure they are all team players and have mutual respect for one another based on their subject matter expertise.  Do not look for a hero, they will not work well with the team and have the potential to be a detriment.  If you bring someone into the organization that was an obvious mistake, move quickly to isolate then remove the person.  You will do yourself, your team and the organization a favor.

All organizations are trying to improve their current lines of business, move into other lines of business and create new ones.  If you can help your organization in this evolution process you will clearly be recognized as a leader with growth potential.