Essay on Hiring Employees: Tips to Get the Best Candidate

It is undoubtedly true that many organizations are always hiring, and conducting interviews to come up with the best candidate who will deliver according to the organization's missions and visions and achieve the profit maximization. Their emphasis on hiring skilled and extemporary persons makes them set the bar for the interview, which will result in getting the best candidate for the job. However, it is also essential to consider other aspects during a meeting, and when hiring employees, on some occasions, issues like gender equality might be found on deciding on the nature of the work done. When hiring executives leaders to manage the daily operations of the company its advisable to first share with them what's the purpose for hiring and the extraordinary skills which the organization is looking for, I would not hesitate to share with them my principal of honesty and hard work which has actually contributed to the success of the company.

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With my experience on leadership, a good and great leader should be outstanding and have unique skills which include being a strong communicator this is being able effectively, not only communicating your ideas, needs, thoughts, and goals, but it will involve getting from other people who will boost team morale and organizations productivity. Being a strong communicator is about being a good listener and receptive to the ideas of other people within the organizations. Another critical virtue which makes a great leader is a skillful networker, even though this is a challenging art to master but it is equally important in an organization, and those who invest most of their time in building strong professional relationship always reap the rewards. This also involves creating mutually beneficial relationships with the clients, and co-workers, which also assist in developing a personal brand image, endorse leadership skills, and support a leader in advancing to new leadership opportunities.

Being a fast learner is an essential trait which a great leader should have, human, is to error and prone to making mistakes, even great executive leaders.But when this happens most leaders shy away from the mistake they make and don't want to be identified with the error, but for great leaders, they have to take charge, and implement any preventive measures and learn the valuable lessons along the way which will actually prevent the occurrence of the same mistake in future. New ideas cannot always flourish without the possibility to fail, but great leaders will be able to respond in time to failure and avert the crises. To consider an excellent executive leader you must be in a position to demonstrate sensitivity, compassion and very high level of understanding with those you work with and the clients, this regarding both personal and in professional matters. Again they must always present themselves as people of credibility and humility. Be open and honest in your communications and mindful of the line between having self-confidence and arrogance. The few people who are able to master this trait are likely to be respected and appreciated in the workplace which also result to improving the production and results of the organization and help achieve goals and missions of the organization.

A great executive leader should be a calculated risk taker for the organization to progress forward and work towards maximizing profit. This is where a leader is ready and able to accept the responsibility and make decisive, strategic decisions and calculated risk will help to display confidence in a leader this will be reflected in the productive results. A great executive leader always has enough courage in his convictions and is ready and prepared to make tight and technical decisions when the other people cannot.

Positivity is considered the most critical trait or quality of an excellent executive leader. This is where a leader focuses most on strength, rather than weakness. A good leader should be able to understand that the organization and the team are made up of different people, and they have varying capabilities and weaknesses. As a leader, you should always make every effort to base your conversations on your team numbers strengths and not their shortcomings. This will not only help the organization in effective communications but will also help to show that you have a high opinion of your team and will result to the more productive and active team to achieve the goals of the organizations. The research done by the corporate leadership council discovered that engaging in a conversation that concentrates on the strength of workers will always improve productivity by nearly 37 percent. A great leader should, therefore, focus on what the leader can bring on the table to enhance the productivity of the team.

Being trustworthy is the most crucial skill of a great executive leader. This is where the team and the worker are able to identify that the leader is trustworthy by his actions and what he stands for. When people react daily the most difficult questions in their mind is whether the person can be trusted or not.Most studies show that to figure out whether a leader is trustworthy, we analyze their words and deeds to find the answer. When a leader is friendly, kind, loyal, and empathetic, it will be taken as enough evidence that you can be trusted and you have enough intentions towards other team members.

Conclusion

In conclusion, the hiring process of an organization should always be fair and non-bias with the primary goal to get the best candidate. Honesty should always guide the whole process of hiring executive leaders; this will always reflect on the ability of the team to have maximized and effective products which will help in the growth of the organization. When the team members trust a leader, it will increase commitment to team goals, and good results will be achieved. When there is trust in the team, the communication will improve, and good ideas will start to flow more freely, this will increase creativity and hence more production. The organization will always prefer to hire people from within the organization because the older adults have mastered the culture of the organization and will always adopt with the mission and the vision of the organization.