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Human capital is the most precious resource in the 21st century

Bernie Meyerson, IBM’s vice-president, said he expects his employees to come into his office at least once a year, and let him know what he’s doing wrong and how he can correct his mistakes. He added that if he wanted people to tell him how good he is, he would buy a mirror, do it himself, and save himself money.

I have interviewed more than 30 Public relations agencies in China before I have found my partners for public relations in China. It was a very interesting journey, I was looking for professionalism, loyalty, multilingual abilities, open minded, business practice, high emotional intelligence abilities and costumer services awareness. I was looking for the best Human capital that is the most precious resource in the 21st century, and is the essential building blocks of a successful organization. I was also looking for people that will challenge me.

NBA point guard, Stephen Curry, led the Golden State Warriors to victory many times. His scoring ability was the key to the team’s success.

Every organization should strive to hire sales & marketing personnel, software experts, and managers with Stephen Curry’s mental, professional, and winning capabilities.

The quality of your human capital will determine your organization’s success.

Although it may seem obvious that an organization should want to hire the most competent employees, the question that remains is, how do we know who best fits our needs? What defines the best employee for my organization? I believe that we should always strive to develop the existing staff as well as keep looking for new opportunities from outside our workforce.

10 recommendations in finding the best employees for your business:

1.    Recruit the Smartest – I believe that being a smart manager isn’t about knowing better than your employees, but rather hiring people that may be smarter than you in their specific area. This will push the company forward if you use their skills to promote your business.

2.    Ignore External Factors and Bias – Forget what you see on the exterior and your biases, and focus on skills. I worked with a top-notch sales person whose hearing happened to be impaired. His professionalism, quick thinking, and spectacular people skills brought the company many opportunities and significantly increased sales.

3.    Recruit People that not Everyone Likes – People who are liked by all don’t always know how to stand their ground, and they probably won’t be the best at getting you what you need. David Avner, former CEO of “Partner Communications”, told me he makes a point of asking every person he interviews; “Who wouldn’t recommend you?” This question is difficult to answer, but “if someone can give me a good answer, that’s the person I want working with me”

4.    Value Experience and Look for Knowledge – Experience is important but not essential. An intelligent employee who is also a fast learner can be much more valuable than someone experienced and incapable of making changes. In contrast, an organization that wants to set up a marketing department, or open a clothing store or patisserie from scratch, without experience in marketing, retailing, or baking, should recruit someone with experience. Still, intelligence, quick learning capabilities, diligence, and motivation can overcome lack of experience. We need to distinguish between knowledge and experience. Experience doesn’t always lead to success, but knowledge is always an advantage.

5.    Recruit People with Answers and Solutions and not those who feed on questions and problems.

6.    Recruit People with Ambition who strive to move forward, succeed, and fulfill their dreams. It is easier to restrain a galloping horse than encourage a lazy ox. Recruit the person that even if you don’t intend to bother them with working beyond regular hours or on weekends, will still be glad to help with any task at any time.

7.    Recruit Team Players – It’s important to remember that some of us spend more time at work than at home. Recruit the person who uses the word “we” more often than “I”. Recruit the person who knows how to take responsibility for failure and is generous with sharing his success. Recruit the person who errs and confesses his mistakes, and let go of the person who repeats the same mistakes over and over.

8.    Recruit the Imperfect Person – No one is perfect (apart from my wife) and it’s better to have someone who knows his weaknesses and knows how others perceive them.

9.    Recruit the People who Think Differently than You – because if two people think the same, one is dispensable.

10. Recruit People who don’t like to Lose – No one likes failing. Look for competitive people who love to win, or at least hate to lose.

In our daily life we provide public relations and marketing solutions in china.

we can’t do a great job unless our customers have recruited the best team and unless we have the best team for executing.

Human resources are essential in china as in the rest of the world, it can make a difference between a failure or success, so don’t, just dont ever compromise.

Original article in: https://www.linkedin.com/pulse/human-capital-most-precious-resource-21st-century-lior-varona/