In an in-depth Journal of Corporate Recruiting Leadership article in September, I describe how you can figure out whether recruiting “stars,” or A-players, pay off.
You’ll get formulas and a software-company case study to see how it’s done.
If you’re a subscriber, you’ll get that in the mail. In the meantime, though, this begs the question: what in the world is a star?
One way to consider whether an individual is a star is to consider their ability and desire for focused development, challenging job assignments, and potential leadership career growth, says Doris Sims, author of The 30-Minute Guide to Talent and Succession Management. This definition works well within an organization, but how do you identify stars across organizations?
Lisa Haneberg, VP and OD Practice Leader of MPI Consulting and author of High Impact Middle Management, has developed eight key criteria that define star performers:
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- They are well-rounded. In addition to strong technical expertise in their functional area, they also have a solid understanding of how business works — even if they are a rock-star developer.
- They get results. More than meeting performance expectations, they are known for getting results. And, more often than not, their approach to getting results is innovative.
- They are builders. Whether they work inside a turnaround, a startup or a mature organization, they are known for building the organization to make it stronger and more nimble.
- They are flexible. In fact, you can put rock stars in charge of most any department and they will flourish.
- They are open. Contrary to the stereotype that rock stars can be prima donnas, real rock stars are open to input from others, responsive to requests, as well as candid and assertive.
- They keep their commitments. If they said it would be done on Monday, it is.
- They are team catalysts. They know that no man is an island and that every rock star depends on a strong team. Rock stars do whatever it takes to build the team.
- They are respected. Rock stars are respected by their peers and direct reports for the results they produce, as well as the way in which they get things done.
And finally, Lisa Haneberg offers a bonus criteria for identifying rock stars:
“They are not likely scanning online job postings!” she says.