Richard Branson: How to find the right people for your business


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The right person will build upon what you’ve created, but the wrong person can bring it all down very quickly – and culture can take an awfully long time to rebuild,

“Ensuring that someone else can eventually run the business that you’re building depends on one key thing,” according to Richard Branson, “whether or not you find the right person.”

No matter how big your company is, the Virgin Founder says in a recent blog post, this is still true. In a recent post, the team at Virgin outlined Branson’s approach to finding the right type of people to build a successful, customer experience-focused organization.

“The right person will build upon what you’ve created, but the wrong person can bring it all down very quickly – and culture can take an awfully long time to rebuild.”

The Virgin Founder has insisted on being involved in senior-level hiring decisions at all the Virgin companies. And he’s certainly not the only entrepreneur to follow a similar practice – Larry Page at Google insists on having the final say on whether or not to make a job offer to anyone being considered for a leadership role.

Find and Inspire the Right People

But how can you make sure that you can have confidence in their choices?

“If you keep a constant stream of strong candidates flowing into every position from the moment you launch your business, promoting from within may be a great solution,” Richard says. “Then when an executive or manager does leave, you should try to give that job to someone who is already working for your company – they will already know your business’s strengths and weaknesses, and have the support of the rest of the team.”

“Be sure to take a close look at people who have thrived in different industries and jobs – these people tend to be versatile, good at tackling problems creatively, and to possess transferable skills. To find such candidates, ask people during interviews what jobs they’ve left off their resumes. Don’t get hung up on qualifications. A person who has multiple degrees in your field isn’t always a better choice than someone who has a broader experience and a good personality.”

One of the most important considerations you must make is whether or not an applicant fits into your company’s culture.

But how do you make sure they fit into the culture? Here’s how Richard does it:

“A great way of gauging whether an applicant will fit with your company’s culture is to ask two or three employees who will be working with this person to join the interview process at some point and ask a few questions of their own.

“This process lets you observe how an applicant interacts with them. Look for clues about whether he is fun, friendly and caring – all indications that he understands teamwork and values helping others.”

Republished with author's permission from original post.

Flavio Martins
Flavio Martins is the VP of Operations and Customer Support at DigiCert, Inc., a leading provider of enterprise authentication services and high-assurance SSL certificates trusted by thousands of government, education, and Fortune 500 organizations. Flavio is an award-winning customer service blogger, customer service fanatic, and on a mission to show that organizations can use customer experience as a competitive advantage win customer loyalty. Blog: Win the Customer!


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