As a first-time manager, you may have been given the advice “You are as good as your team.” Team members play a significant role in your success and that of the organization’s, so you want to choose the right people. Though you’ll have a limited time with each candidate during the interview process, you can maximize that time by asking strategic questions to gain insights into their strengths and weaknesses. Here are five things to look for: Entrepreneurial mindset: Employees who are self-motivated and take the initiative to problem solve can enhance any team. An entrepreneurial spirit, or a drive to solve challenges isn’t necessarily something people know they have. But it is reflected in how they develop plans, the decisions they make in stressful situations, and their willingness to try something again that previously didn’t go as planned. Curiosity: This is a cornerstone of building a strong organizational culture. Listen for how a candidate shares excitement about what they’ve learned recently or what they want to learn more about in the future. They might reference something they read or listened to that sparked their interest. Leading from where they are: Look for employees who find ways to work within organizational constraints to create meaningful progress while leveraging their genuine relationships and expertise — even without being in a formal position of power. Listen for how a candidate creates their own opportunities, raises their hand for projects, and supports their colleagues and the organizations’ larger goals. Self-awareness: A self-aware employee knows their strengths and what areas they need to develop further in, which they actively work toward. This understanding of both their strengths and weaknesses contributes to a positive relationship with others. Growth potential: An employee with growth potential has ambition and drive, which benefits them and your organization. A candidate with growth potential will provide examples of how they’ve improved themselves and their organization through their own initiative. They’ll likely have clear ideas of what they’d like to learn or try in their new role in order to expand their experience and skill set.
A toxic hire can cost a company time and money, so finding workers with these characteristics is vital.
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