Thursday Mar 31, 2022
Thursday Mar 31, 2022
If we think back to the group activities we did in school, there were always a few top achievers who took the lead, while the rest put in the bare minimum. The former were the group’s ‘A-players’, and they’re not limited to school environments: in fact, we often see the same dynamic play out in our organizations today.
So, what is it that makes some people more likely than others to put in the hard yards? Are some simply more driven to succeed?
More importantly, how can leaders identify those A-players for their companies, and how can those A-players make themselves known in the first place?
In this episode, Robert Houghton and I dive deep on the concept of A-players and how to recruit them.
"If you’re an A-player, you have a better chance than ever before to reach leadership positions." -Robert Houghton
Three Things You’ll Learn In This Episode
- How to pinpoint A-players in an interview
Some questions are more effective than others at unearthing who really has the drive to go the extra mile. What are they?
- What A-players need to demonstrate to potential employers
Sure, A-players are willing to put in the work, but how can that be articulated to recruiters?
- The 1 thing likely to keep most A-players truly content
Is working for someone else ever going to be ‘enough’ for those with a huge amount of drive?
Learn More About Your Host:
Co-founder and Managing Partner for Northstar Group, Craig is focused on recruiting senior level leadership, sales and operations executives for some of the most prominent companies in the aviation and aerospace industry. Clients include well known aircraft OEM’s, aircraft operators, leasing / financial organizations, and Maintenance / Repair / Overhaul (MRO) providers.
Since 2009 Craig has personally concluded more than 150 executive searches in a variety of disciplines. As the only executive recruiter who has flown airplanes, sold airplanes AND run a business, Craig is uniquely positioned to build deep, lasting relationships with both executives and the boards and stakeholders they serve. This allows him to use a detailed, disciplined process that does more than pair the ideal candidate with the perfect opportunity, and hit the business goals of the companies he serves.
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