We often discuss the topic of team building as it pertains to those already involved in and committed to an organization. However, the hiring process is always the first step to building any team, and it is important to take a step back and think about new hires as members of your team. How do they fit into the whole? Sure, you need to take their skill set into account, but there’s more to a team than their skills. How will they interact with one another?
In a recent blog titled, “How I Hire: Focus on Personality,” Virgin’s Sir Richard Branson opened up about how he grows his team. “The first thing to look for when searching for a great employee is somebody with a personality that fits with your company culture. Most skills can be learned, but it is difficult to train people on their personality,” he writes. How many times have you brought someone onto your team only to realize that their personality grates on everyone? While experience is important, we agree that Branson illuminates a great point here.
Forbes also has a lot to say on this subject. In their article, “How to Hire Great Employees,” they go so far as to recommend getting one personal reference in addition to the professional references. While talking to a previous employer will give you insight into the person’s work style and skill set, talking to a friend, relative, or neighbor could shed some important light on their personality and character. One recommended question to ask a personal reference is, “Is there anything else I should know?” The author comments, “I can tell you from personal experience that I have gotten more information from this question than anything you could dig up on Facebook.”
All of this begs the question—how do you move forward finding a competent hire with relevant qualifications who will mesh with your team? Try to bring your team in and let them be the judge. “To consistently hire great people, you need multiple perspectives. Use hiring panels of two or more people as much as possible, and during the hiring process, expose the candidates to other people they would more interact with,” says Les McKeown of Inc. in his article, “How to Hire Great People—Every Time.” This will give your team the opportunity to weigh in and choose the candidate they believe has the personality to not only fit in, but to stand out and excel.
Team building starts with hiring. Once you find the right new hires, it’s all about integrating them into your company culture—which should be smooth sailing with the personalities you’ve chosen. Here at Drum Cafe West, we specialize in designing and leading orientation programs which quickly engage new hires and unify the team through drumming. Our new hire program immerses participants in the culture of the organization and allows them to get to know one another in a cross-functional setting. This component is key, as many times new hires are first introduced to their departments and teams. In this program, they can be exposed to professionals in every area of the organization, further deepening bonds and reinforcing company culture. Beyond our traditional new hire programs, we also offer a four-hour behavior style program which identifies behavioral profiles for participants and helps build more effective communication. This program is incredibly effective when it comes to reducing tension in the workplace and developing more productive professional relationships. When addressed early on, this program can prevent communication breakdown from the start, ensuring that your organization is not hindered by personal communication style issues in the long run.
For more information about inspiring and engaging your organization’s new hires with corporate team building and entertainment events using interactive drumming, contact Natalie to learn more about our customized programs.