3 Discussion Questions, 3 Student Reponses and 1 Journal Entry

JGR200: The Power of People

Week 6 Discussion Question

Part 1: Your Sales Pitch

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From football teams to Fortune 500 companies, recruiting superior talent is essential to fueling a team’s successful growth, as you see from Coach’s story of getting John Riggins to rejoin the Redskins. However, convincing someone to join your team can be a tricky business.

This week we look at ways to effectively recruit … with key insights that’ll help you convince someone that they need to join your team! 

Imagine you’re preparing to recruit someone to be part of your team. Name three things you would try to do or use in your sales pitch to close the deal. Why do YOU think those things would help you land your recruit?

Part 2: Student Respond (Respond Kindly to the Student below)

Elizabeth Farley 

RE: Your Sales Pitch

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Hello Professor and classmates. In this week's discussion we will discuss the best ways to build a quality team. The best way for me to really connect with this question is relating it to an actual situation I have already been in. When creating a team for a our critical care unit at work I worked closely with our owner to pool together a large list of what we thought were quality candidates for each position available. Then, we started with brief phone interviews to get a little better feel of those candidates weeding the numbers down to live interview candidates from there. This allows for us to ask a couple of key questions to see a little more of the personal side of each candidate to see if they possess any of the values you are looking for. Many of our candidates came from recruitment sites and current employer referrals so we were pretty sure we had a pretty good starting point. Next, during interviews we started with letting the applicant discuss a little bit about themselves. Then we inform them of exactly why this team is being created and what team members will be expected to do. It takes a very special person both skilled as well as being compassionate and dedicated to be successful in hospice. So if this person still seems like they bring what we need to the table it is time to kick it in high gear. We begin to let them know about company benefits, continued education offers, and pension available within our organization. Often times the best employees want to hear about how impressed you are by some of their accomplishments and give them time to feel you really know a lot about them as well. Often times at this point both sides feel confident about which way they want to go. I know using this process worked very well for us and continues to work well as we have a valued team that has stuck it out long term. 

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