Teamwork is proven to be a far more important selection factor than
technical skills, and hiring processes that are too technically focused,
while sacrificing a teamwork assessment
focus, are unlikely to correctly separate star performers from the
mediocre. I think that assessment processes should incorporate a huge
team-working assessment element, and below I have described how to do
this.
1. Team activities and games: if the budget allows one can incorporate a few business games that involve team work and identifies the team spirit if existing in the person. situational tests that enable individuals to let their guard down are the best indicators for team work.
2. Interview questions: questions that involve decision making and identifies the thinking process of the person are great identifiers of team spirit.
3. Critical incident tests: where some situations are given and the participant has to make decisions related to team work.
4. Group discussions: an easy and cost effective method to gauge the team spirit and leadership initiative of an individual. Often the participant is unaware or so caught up in scoring Browney points that he forgets that he has to make the group discussion successful rather than proving how great is his thinking and reasoning ability.
5. Observation method: just observing how a person interacts with people he encounters in the process of his interview and visit to the organization.
Candidates with good collaborative and interpersonal skills should excel in this kind of environment. Great team players will be able to build a fast and strong rapport with all members of the group, and will be comfortable disagreeing with certain suggestions or raising potentially controversial questions without antagonizing members. They’ll also be comfortable with expressing their opinions and will be able to do so in an appropriate way.
Another behavior that you are likely to observe in great team players is an ability to work well with peers, subordinates and senior staff. So, try and have a diverse interview team in terms of grade so you can observe the individual’s ability to collaborate effectively at all levels of the hierarchy. Great team members will be able to develop a good rapport at all levels of the hierarchy.
You might also want to bring in a representative from outside the immediate team in which the candidate would be working. Perhaps you could include a representative from an internal customer or department that the job incumbent’s team work closely with. This enables you to observe how well they can build a rapport with looser connections/weaker ties and avoid developing a silo mentality with the close, stronger ties in their team.
At some point in the interview (perhaps at 2nd interview stage), you might want to do an office tour so you can see them collaborating with team members in the actual team environment of your office. True team players and workers will excel in this kind of team interviewing environment as it will give them the opportunity to display their social team-working skills and mentality.
I believe that the most reliable way to assess team-working skills is to observe them interacting in a team setting as I have shown earlier in the article. Good luck with your next hire.
1. Team activities and games: if the budget allows one can incorporate a few business games that involve team work and identifies the team spirit if existing in the person. situational tests that enable individuals to let their guard down are the best indicators for team work.
2. Interview questions: questions that involve decision making and identifies the thinking process of the person are great identifiers of team spirit.
3. Critical incident tests: where some situations are given and the participant has to make decisions related to team work.
4. Group discussions: an easy and cost effective method to gauge the team spirit and leadership initiative of an individual. Often the participant is unaware or so caught up in scoring Browney points that he forgets that he has to make the group discussion successful rather than proving how great is his thinking and reasoning ability.
5. Observation method: just observing how a person interacts with people he encounters in the process of his interview and visit to the organization.
Candidates with good collaborative and interpersonal skills should excel in this kind of environment. Great team players will be able to build a fast and strong rapport with all members of the group, and will be comfortable disagreeing with certain suggestions or raising potentially controversial questions without antagonizing members. They’ll also be comfortable with expressing their opinions and will be able to do so in an appropriate way.
Another behavior that you are likely to observe in great team players is an ability to work well with peers, subordinates and senior staff. So, try and have a diverse interview team in terms of grade so you can observe the individual’s ability to collaborate effectively at all levels of the hierarchy. Great team members will be able to develop a good rapport at all levels of the hierarchy.
You might also want to bring in a representative from outside the immediate team in which the candidate would be working. Perhaps you could include a representative from an internal customer or department that the job incumbent’s team work closely with. This enables you to observe how well they can build a rapport with looser connections/weaker ties and avoid developing a silo mentality with the close, stronger ties in their team.
At some point in the interview (perhaps at 2nd interview stage), you might want to do an office tour so you can see them collaborating with team members in the actual team environment of your office. True team players and workers will excel in this kind of team interviewing environment as it will give them the opportunity to display their social team-working skills and mentality.
I believe that the most reliable way to assess team-working skills is to observe them interacting in a team setting as I have shown earlier in the article. Good luck with your next hire.
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