The Virgin Way by BusinessNews Publishing

Author:BusinessNews Publishing
Language: fra
Format: epub
Publisher: FichesdeLecture.com
Published: 2015-03-15T00:00:00+00:00

4. Good luck always arises when hiring becomes your #1 priority

While Donald Trump might have made a fortune out of telling people, "You're fired!", Richard Branson has always derived great pleasure out of telling a go-getter, "You're hired!" For him, hiring great people is his #1 priority.

"For my own part, letting people go has never made me anything but extremely sad. I almost always feel that firings are much more an indictment on the company's failure than that of the employee – no matter what the circumstances behind it might be."

- Richard Branson

When hiring, keep in mind that a CV is just a piece of paper. To figure out who to hire, put candidates in settings where their character can shine through. In interviews, you might try and do some impromptu role-plays around situations they might face in the future and see what they do. It's also a good idea to have some of the people they will work with in the future sit in on the job interviews as well. Let them ask some questions and see what the chemistry is like.

So what should you be looking for in potential employees? Virgin generally values capability over expertise and tries to hire people who can function in multiple roles rather than specialists. You also want them to have the right mix of experience, fresh thinking and attitude. Qualifications are good but can be more than compensated by broad experience, the right attitude and a great personality.

"I have always been a great believer in trusting your instincts when interviewing people. I have also found that some people who might seem like oddballs at first sight then turn out to be indispensable: a maverick who sees off-the-wall opportunities where others see nothing but problems can energize your entire group."

- Richard Branson

In addition to taking chances with people, you should also look to promote from within whenever possible. If you hire great people, they should be able to step up when the need arises. By all means also look externally to see who is available as well but have a preference for letting your own people grow with the company. It's not always possible to tell in advance who has fire in their belly and who does not so cast a wide net when recruiting.

The key to retaining good people is simple – keep them actively engaged in something that makes a difference. Or in other words, make them feel valued, empowered and trusted. If they feel like their opinions count for something and they work as part of a great team, they won't have any motivation to work anywhere else.

Google recently conducted a study and found the three main reasons why people quit their jobs are:

They didn't feel connected to the company's mission and their contribution was viewed as unimportant.

They didn't get along with or respect their co-workers.

They thought they had a terrible boss.

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