Sidoney
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Pick people who's passion is what you're picking them to do and who can get along with everyone else, without temperamental
diva like personalities. Then respect them for each talent they bring to your project and let them know they are your experts and they have to respect each other. |
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mohsin
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Ask his relations with his family friends and family
a person who do not care can never be a team player |
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myke_n_ykes
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if you know their records( not necessarily on paper) of how they have performed and such. then you should pick them. everyone has strengths and weaknesses though so be sure that their records of previous performances hold up. ask people how they fared in previous projects maybe that will help you |
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notyou311
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I get references and I check the references carefully. I even go to look at work they have done. I never pay more than half for the work before it is completed and I have a contract spelling out in detail what I expect and when it is to be completed. I always hire licensed and bonded people. I tell them that I will contact the licensing board if the work is sub par. |
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themainsail
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Sometimes recruiting, hiring and placing the right person into the right job just takes a gut feeling. However, the first thing to do is obtain or write a job description. Using your job description make a list of the skills and qualifications the job will require. Now you're ready to read resumes! Advertise the position and when you receive a resume, read it and put it into one of three files: definitely, possibly or not at all. Out of your definitely file, set up interviews, and when you interview ask "what if" questions that will help you determine how that person will handle the duties of the particular job. Engage the applicant in conversation that will give you insight into his/her personality. While they are talking, picture them in the job. Does it feel right to you? After you have a team in place observe them and if necessary switch people around if that's what it takes. And if you still feel someone isn't a good match, take immediate action to replace them with someone who can get the job done. |
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Sparkey
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Experience and referrences. |
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corduroy_scarf
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You interview them, make sure they've done the same thing before, cross check with references and if necessary, give them an on the sopt quiz to evaluate their level of expertise. |
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fscape444
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Make sure all of your personalities match- you do not want someone over the top hyper if you are more reserved and laid back...
Getting a long is KEY !!!
Keep control of the situation also...you are the boss (no tail wagging the dog if you are going to make it in a business) |
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want_know
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see if they did the same or simlar thing in the past or if they seam like they know what they are doing |
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M G 38 yr man
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Selection/Interview process:
1. Have a generic checklist - that is normally needed for the job.
2. Have a focussed checklist on soft skills that is tailored for specific expectations from the stakeholders of the project (such as difficult customer situations / risk of technology etc).
3. Apply both. If skill arent available, check for learnability and attitude.
References will help but take it with a pinch of salt. |
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Sandsquish
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You guess.
Doesn't sound very sophisticated, does it?
But past performance won't necessarily predict future performance. Specialists rarely seem to do anything other than whatever their colleagues do, regardless of whether that works very well or not. People with lots of experience in something tend to do exactly the same things they've always done, which might not work as well as they say. And team players tend to be so worried about rocking the boat that they'd rather produce slop than take a stand on anything.
Just look for people who seem to have some interest in the project and can express an understanding of, at least, some aspect of it, and give them a chance. |
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