the curious trick of Steve Jobs to find the best employees

There is no doubt that Steve Jobs He is one of the great executives of the last decades. The co-founder of Manzana and father of iPhone He continues to be remembered by lovers of the apple brand and by his competitors, and his way of proceeding as the main executive of the technology company continues to generate interest. For better and for worse.

Recently, the American magazine ‘INC.’, among other specialized media, has echoed the curious process that Jobs followed when he was looking for a really promising and capable employee. It was shared by the executive in an interview conducted in 1998.

“I’ve built a lot of my success on finding truly talented people, and not settling for ‘B’ and ‘C’ players, but really looking for ‘A’ players,” Jobs explained of what he wanted when trying to build a team. .

The objective for the executive, therefore, was not to have the largest workforce, but to have really qualified professionals and capable of making a difference. People who, in the end, are delighted to work together.

“I’ve found that when you get enough ‘A’ players together, when you go through the incredible work of finding these ‘A’ players, they really like working with each other,” Jobs explained.

Removing the interviewee from the interview

Finding ‘A’ workers is one thing; determining that they can be of help to the team and improve the company’s ecosystem is another. In order to discover during the interviews if, in fact, the applicant for the position was a incorporation to take into account, Jobs subjected him to the ‘beer test‘.

“When I decide whether to hire, I always ask myself, would I go have a beer with this person and do I enjoy their company?” Manzana.

The executive, however, was not satisfied with this. He pointed out that when a person goes to a job interview, they are practically playing a role: “the most important thing is to get people out of the interview.”

Jobs did this by trying to share some time with candidates outside of the offices. “He would take them out to eat, go for a walk with them or just hang out. He would ask questions like ‘Tell me what did you do last summer?’ or ‘When was the last time you achieved something?’ There is no right or wrong answer. Do everything you can to get them to talk about an experience and get them to show you their genuine personalities.”

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