Be careful of what you wish for. Because if you step up recruiting efforts to get the very best tech talent, you could create a huge headache in the process. That's because highly capable people may still lack proper motivation or a team-focused mindset, and this will make for toxic outcomes. Face it: You want eager, resourceful self-starters, not prima donnas who are unwilling to roll up their sleeves and get their hands dirty. You'll do better with proven team contributors with proactive attitudes, because—thanks to your leadership—you can help develop them into IT superstars. It's far, far more difficult to change a bad disposition. To lend more guidance, the following are nine "trouble signs" to watch for as you recruit a strong talent. They were compiled by Lou Adler, president of The Adler Group, a performance-based hiring consultancy. Adler is also author of the recent book, The Essential Guide for Hiring and Getting Hired (Workbench). He previously wrote the bestseller, Hire With Your Head: Using Performance-Based Hiring to Build Great Teams (Wiley). For more about his books, click here.
A State of Dysfunction Watch out for the possibility of endless excuses for blown deadlines. ("You can't rush greatness" is a popular cop-out.) Find out how proactively the candidate plans.
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