When assessing candidates, I focus on their career trajectory, examining how they progressed from one point to another. Understanding their growth from point 1 to point 2 and beyond helps me anticipate their future development. If candidates exhibit positive qualities like integrity, intelligence, and energy, it's a clear indicator that they are worth hiring.
Origins and Education: Consider candidates who come from humble beginnings but have excelled academically. Look for those whose education was supported by the government, showcasing an investment in their potential.
Early Initiative and Societal Contributions: Assess candidates who demonstrated initiative early on, earning income while still in university. Seek individuals actively involved in events and social contributions during their academic years, showcasing strong social and networking skills.
Leadership Development: Look for signs of leadership development in the candidate's early career, such as mentoring colleagues and teaching others. Evaluate their ability to take on additional responsibilities beyond their job description.
Performance and Value Creation: Identify candidates who consistently deliver high performance and willingly take on tasks beyond their role to create value for the company.
Ownership Mentality: Seek individuals with an ownership approach, demonstrating a commitment to improving business processes and finding cost-saving solutions. Look for proactive thinking on how to leverage tools efficiently, even exploring ways to access tools for free.
Long-Term Focus and Value-Driven: Assess candidates who prioritize long-term value and wealth creation over immediate financial gain. Look for a value-driven mindset, where individuals prioritize the impact and growth they can contribute to the company.
Title vs. Leadership: Identify candidates for whom job titles are secondary to their ability to lead effectively. Seek individuals who attract colleagues through their leadership qualities and are seen as valuable advisors within the organization.
By evaluating candidates based on these key points, organizations can identify individuals with the potential to be A-Players—driven, proactive, and focused on long-term success.
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