أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
If we want to attract talented young people, we will have go where they gather and educate them about our industry and the great career opportunities. That means we will need to leverage social media, mobile communications, Bayt.com and job fairs and carefully prepare a powerful story to tell.
As for qualities of talented persons, the sky is the limit nowadays.
Finding Talent:
1. Most likely through "Very thorough Interviewing" (Face to Face). It could involve an excersize or few to find out if they really ARE experts of the skills they're trying to sell through their CV's.
2. Sources of getting applicants: Through company's official job data base of applications, Job sites, Applicants through newspaper and other such.
3. It could be someone i already know well about from personal and past experiences that such and such person might be ideal for the job depending upon it's requirements.
4. Could be someone already available at our organization but working in a small capacity with untapped abilities and talent.
5. Hire them on temporary Trial bases and evaluate their performance before confirming them as full-time/permanent.
At the Junior Level I'd look for qualities as such:
1. Natural Talent (Some people are God gifted and their talent can be spotted immediately)
2. Creative & Original thinkers
3. Their dress code, Their way of Speech, Their usage of words and phrases, Communication skills overall.
4. Their knowledge of our job requirements
5. Their Positive "can-do" and "go-getter" attitude
6. Their passion and Intensity for something
7. Their Intellectual capabilities
I'd try to find the right person for the job based on some of the above parameters.
People are the most important resources for business growth and this resource is variable and flexible and can be mended according to the requirement.
One needs to draw measurable parameters for the selection of people based on the line of business, human potential required and their role.
Screen the applicants and put them on the identified measurable parameters for clarity and opt for the best possible meeting the requirements.
It may not be possible to get ideal people but the ones close to meeting your requirements can be developed by igniting their potentials.
Some of the common measurable parameters which are considered at the entry level are:
Communication level.
Energy level.
Thought process and analytical mind.
Knowledge level.
Thirst level for learning and earning.
Talented people help the owner of the project to achieve his vision especially when the owner has a lot of things wanted to be done, but need more than one person to help.
These talented people can share their ideas, can be innovative, can shorten two steps into one.
And so on.
Training schools - Job fairs and interactive job sites
The best qualities to look for is vocational, creative and highly motivated.
Sir,
I would like to answer this question very specified as stated below hope as a CEO you will find useful:
The best way is that you choose a person who can understand that what you are asking him? And without fear he should be able to discuss with you frequently. If that person understands you, then he is having all the skills required and suppose he may do not have than he can learn with a fraction of light speed.
