Getting Your Team's Input
Posted on July 29, 2009
Have your team provide feedback on potential new hires, states Anne Germain (bio).
Identify and take time up front when you hire people. We tend to be in a rush when we get a grant, you need to hire somebody, there's a lot of work to do, so whoever seems like fits the profile you hire and you hope for the best. That doesn't work so well.
So to spend time to meet people, to do more than the formal interview - do the formal interview but to have more than one contact with people, asking other people on the team or even my mentors to interview potential staff members. They've seen more people than I have. They know better than I do. Eventually I'll know, but they know better than I do, like to be able to detect either red flags or skills that are not necessarily easy to see or that people don't necessarily have an easy time selling themselves.
Now I have a growing body of staff members, so now I'm asking them to meet with somebody who's coming on board. It's so important to have a team that works together. There's a lot of work to do, a lot of it is distributed over several shoulders, so it's important that they feel included, I think, in the process, but also that I get their input, their feedback on how they see themselves working with a new person. And get the new person's feedback as well - do they see themselves working in my team?
Excerpted from interview with researcher at the 2009 Career Development Institute for Psychiatry in Palo Alto, CA.
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