Showing posts with label Saudi Jobs. Show all posts
Showing posts with label Saudi Jobs. Show all posts
Tuesday, December 18, 2012
Tuesday, September 25, 2012
Many employees are working in an unsatisfying job and choose to stick to it just because it offers a steady paycheck. There are some signs that signal you need to quit and jump start your job search. If the below sounds like you, then you should update your CV on Akhtaboot and start applying for new opportunities.
Tuesday, August 28, 2012
Evaluating your potential employer during job interviews!
What do you say when the hiring manager wraps up the job interview and says: Do you have any questions for us? Average employees respond to this question by saying: "No, I think you've covered everything very well". Well, you have just passed on your chance to ask some critical questions that may determine whether you really want to work for this company or not. Great candidates understand that being on an interview is a critical time for them to find out insider information about the company or the position. They formulate questions based on the information they hear during the interview to make up their minds on whether the company is the best place for them to thrive or not. Akhtaboot provides you with some questions great candidates usually ask during job interviews.
How would a typical day in this position be like?
This question reflects your interest in landing the position. It shows that you want to hit the ground running. Great candidates think ahead about what holding the position will actually be like as opposed to just getting through the interview. They want to make a difference, right away! They are dedicated, hardworking people with a dream to accomplish so much, yet they feel they don’t have enough time on their hands.
What does it take for me to be a top performer at your company?
Great candidates want to be great long-term employees. Every organization has a unique set of qualities that are needed to excel on the job. Some of the key qualities companies look for in employees are the ability to handle pressure and long working hours, creativity or being helpful to colleagues. That’s why great candidates need to know such information ahead of time because they want to know if they fit in, and if they do, they want to be top performers.
What are the main activities that I should focus on to drive results for the company?
Employees are investments, and every employee should generate a positive return on his or her salary. In every job some activities make a bigger impact on the companies’ overall objectives than others. Great candidates like to work at maximum efficiency to get exceptional results in less time. In short, great candidates want to know what truly makes a difference. They know helping the company succeed means they succeed as well.
Do you have any reservations regarding my compatibility to this position?
Great candidates are not afraid to face brutal facts about themselves. They understand that asking such questions can be awkward but can also help them nail the job. Clearing the air about any doubts the interviewer might have about you is the way to go.
What is your timeline for getting back to me about the next steps?
Great candidates need to know what to expect next ad they usually have other options and opportunities elsewhere. If they don’t hear anything from the company, they will send a follow up email. Many employers see the follow up as a keen show of interest in working at their company.
A great candidate doesn't just want to know what you think; they want to know what you plan to do and how they will fit into those plans. So if you want to earn a place in the great candidate category, you should be prepared. Keep in mind that timing is important; you will have to use your judgment about the number of questions you can ask and when to ask them.
Tuesday, August 14, 2012
Optimism is an essential ingredient of innovation and success in today’s hectic workplace. Optimistic employees welcome change over security, adventure over staying in safe places and they are more likely to be the ones to climb the corporate ladder ahead of everyone else. Akhtaboot reveals the reasons why optimistic employees make it to the top.
1. People like to be around them.
2. They see an opportunity in every difficulty.
3. They don’t dwell on their mistakes; they try to solve it.
4. They know how to instill confidence and energy within their team.
5. They have a clear vision and a long term mentality.
1. People like to be around them.
2. They see an opportunity in every difficulty.
3. They don’t dwell on their mistakes; they try to solve it.
4. They know how to instill confidence and energy within their team.
5. They have a clear vision and a long term mentality.
Tuesday, August 7, 2012
It’s that time of the year; whether it’s the mid-year performance review or end of year evaluation, and the results will determine your next course of action. Appraisals can be overwhelming to employees as they are used to measure past performance levels and determine appropriate employee compensation. Akhtaboot provides you with some tips to positively influence your performance review outcome.
1. Go prepared: write a list of your accomplishments throughout the year and present them to your boss. Most supervisors are pleased when employees assist in their own performance evaluation.
2. Don’t talk about other employees: never blame or compare yourself to others, and most importantly never bad mouth any colleague. Focus on yourself; it’s your evaluation!
3. Don’t just state facts: give examples numbers, statistics and evidence to verify that you’re on the right track.
4. It's your chance to ask for a raise: your performance appraisal is the best time to ask for it.
Tuesday, July 31, 2012
It’s not just first impressions that count!
It comes as no secret that making a great first impression will do your career and life good on so many levels. So many business professionals get so hung up on making a good first impression and forget all about making it last. Whether you are giving a speech, going on a job interview, or delivering a presentation to your team at work, you need to plan your presence even if the crowd already knows you. Akhtaboot is here with a number of tips on how to make a lasting impression to keep yourself in line with bigger and better future opportunities.
It All Starts with the Proper Greeting
From the way you smile and remember the other person’s name to the way you shake hands and make eye contact; you should care, and it should show. Say good morning or good bye to each of your coworkers as you walk by them, no matter how close you are to them. Although some coworkers may choose not to return the greeting, greeting coworkers properly will set a good standard for your future relationships at work.
Remember Names and Key Facts about People
Express interest in the people you meet and what they say. Remember personal details about them. Keep track of what coworkers or clients reveal, like birthdays and the names of their family members. Find ways to show that you remembered what they decided to reveal and try to draw on your own personal experience to show empathy. By letting people know something about you, you show them that you are an approachable person who can interact well with others.
Prove that you are Trustworthy
Although gossiping is sometimes tempting and fun to do, coworkers shy away from gossips as they never know when they’ll become their hot new topic in the future. If you treat private information with respect and only share it in absolute confidence and in a professional way, the more likely it is that people will trust you with confidential information. Make sure you only share information when you are certain that it won’t impact negatively on you or the person who told you. The more information people give to you, the more knowledgeable you will become in your role.
Looking and Feeling Good
People notice everything about you; from the choice of colors and how your jacket fits, to your hair-do and the length of your fingernails. Dress appropriately; even on casual Thursdays. Any drastic difference from the typical dress code for your position may give the impression that you don’t fit in. Keep your energy level balanced. If you always look tired, people will make the snap assumption that you're too tired to get the job done. This does not mean that you need to become a bodybuilder. But you must be healthy enough to look alert, competent, and interested.
We all know someone we would describe as charismatic. They always make a strong first impression, show strong confidence and have a captivating presence. They know how to build and maintain good relationships with people and are never forgotten. You need to understand that people aren’t born with charisma; it is a learned skill that you can actually develop to make an ever-lasting impression wherever you go.
Wednesday, July 25, 2012
The art of terminating employees the appropriate way.
No matter how we try to sugar coat it, there is no pleasant way to fire an employee. However, you can’t afford to waste your time, money and effort by keeping bad performers around. While termination is a necessary part of any business setting, there are certainly right and wrong ways to go about letting someone go. Getting it wrong might cause heartache for the both of you, or worse, you may end up in court! So how can you fire an employee with minimum damage while keeping their ego intact? Akhtaboot presents you with some useful strategies to follow when terminating an employee is the only choice you have left.
Communication
There should always be an open dialogue between you and your employees from the very start. You should outline your performance expectations and make sure that your entire team understands their job description really well. If an employee is performing poorly, don’t hesitate to bring it to his attention before it’s too late. Keep in mind that poor performers can be turned to company superstars with the right motivation tools and mentorship style. Have a clear warning system in place that gives your employees multiple chances before the final cut is made.
Treat People Fairly
Since you are not perfect, an employee who does a mistake deserves a second chance. Find out the reason behind it and explain to him what he should have done differently to get a better outcome. Never make decisions based on your emotions rather than facts. You can't fire people based on personal clashes that has nothing to do with the actual job. It has to be about the impact on the organization, accountability and getting the job done. Your firing decisions should always be fact-based.
Be Honest and Firm
If after several warnings and second changes you decided that firing an employee is in the best of the company, remember to be honest, firm and always back up your speech with performance related facts. Get straight to the point and don’t label the employee himself, but the actions he or she has committed. Keep in mind that you should also allow the employee to vent. Listen to him, help him out and give him some useful advice. After all, he was one of your employees and you don’t want to have someone out there badmouthing your company.
Make it a Learning Experience for the Employee
Make sure that the terminated employee understands that any experience, is a learning experience. Pinpoint exactly what he did or didn’t do that led him to this point. Talk about what he can do differently in the future to improve his job. Offer to help your terminated employee with finding another job that fits his skills and strengths.
It’s a Learning Experience for YOU
The success of your company depends on its people. It all starts with hiring better! If the company’s turnover rate is high, something wrong is going on for sure. It’s either that the Human Resources department isn’t doing a good job, employees are not well informed about what is expected of them, or you are just not hiring the right people in the right positions! Successful recruitment is never an easy task; you should have a clear idea of what you need exactly in an employee and look for successful patterns that have worked in the past to guide you through. Super performers are out there, but just as in the old days, you may need to do some detective work and actively seek out the people who will turn your company from good to great.
Tuesday, July 24, 2012
People resign for many different reasons. Top talent usually leave an organization when they’re badly managed and when they feel that the organization is confusing and uninspiring. Akhtaboot provides you with simple tips to keep in mind to help you keep your best talent on board.
1. The Employee-Manager relationship is the cornerstone in retaining top talent. In some cases, employees do not quit their job; they quit their boss as a result of having a bad relationship with him. Managers should nurture a good relationship with their subordinates to achieve high performance levels and keep them from leaving the company.
2. Many people leave their organization when they feel they are no longer learning. Whenever a top employee feels that his skills are not being used to the maximum, they will start considering other job opportunities.
3. Always give credit to the right people, treat everyone fairly - not equally - and appreciate the hard work they put in.
Sunday, July 22, 2012
Akhtaboot - the career network, signed a partnership agreement with MenaITech to bolster bonds of cooperation, enhance the level of services provided by either side to customers, and exchange technical expertise and logistics support in the fields of employment and human resources management.
Under the agreement, signed by Akhtaboot’s CEO and Co-founder, Eng. Yousef Shamoun, and MenaITech’s CEO and Co-founder, Dr. Bashar Hawamdeh, MenaITech, the regional company specialized in building and deploying human resources applications, Akhtaboot’s revolutionary Connect Career service will be added to its long list of integrated services.
Powered by Akhtaboot, the Career Connect service provides companies with a fully integrated and branded Careers section, as well as the ability to post unlimited job openings and receive job applications directly onto their Careers section on their own website.
In his comment, Eng. Shamoun said: “We are pleased to enter into a strategic partnership with MenaITech, the pioneering company in human resources applications and services. This agreement is expected to enrich our service offerings and provide us with the added value of delivering a full package to our clients who are looking to streamline their recruitment process on all levels.”
On his part, Dr. Hawamdeh welcomed the signing of the agreement, saying: “We are glad to supply Akhtaboot’s clients with our wide range of value-added services. Akhtaboot.com is one of the largest career websites that enjoys wide success at the regional and international levels. We welcome the launch of Akhtaboot’s Career Connect service which exceeds the traditional process of posting vacancies and serves as a novel hiring platform whose components can be customized to suit every company’s needs.”
“MenaITech’s vision goes in line with Akhtaboot’s ongoing efforts to integrate value-added human resources services with online recruitment processes to help public and private sector companies find the qualified candidates for their vacancies,” Dr. Hawamdeh added.
It is worth mentioning that MenaITech’s services are not limited to a company’s HR functions including training and employment, but extend to cover the needs of administrative and financial departments as well. In this respect, MenaITech has developed a complete package of applications, namely: the human resources information management system, payroll and personnel solution, the employee and manager self service solution, the employee 360 degree feedback evaluation software, the comprehensive HR consolidation and analysis module, in addition to the revolutionary cell phone notification service.
Tuesday, July 17, 2012
Most of us usually start our careers with the best of intentions, planning to do all we can in order to succeed. With that being said, many employees engage in bad professional practices that can lead them to the way out. Doing the below is a guarantee that you’ll be back to chilling on your couch in no time!
1. Taking the hate you have for your boss public – Never blast your boss on a social network, especially when he/she is your Facebook friend!
2. Arriving late to work – Punctuality is a very important characteristic one must have. Arriving late to work and leaving early on a daily basis is unacceptable.
3. Making many personal phone calls during work – You might think it’s okay to make a couple of personal phone calls while working; well it is, but don’t overdo it.
4. Not going beyond your job description – Get rid of the "it’s not my job" attitude. Having this mentality will never get you anywhere; it will only make you look average.
Tuesday, July 10, 2012
To be the person everyone looks up to, you have to have some traits that inspire employees and colleagues to achieve more than they ever thought possible. Akhtaboot provides a number of traits of truly exceptional leaders.
1. They have a sense of purpose: Inspiring leaders believe that success serves a higher purpose. When asked what motivates them, they talk about making other people successful.
2. Giving back: They usually have a sense of obligation to "give back". Their long-term plans usually include being involved in a charitable cause.
3. Beliefs & values: They treasure their beliefs. They don't wear their values on their sleeves, but they act upon it.
4. They are energetic: Real leaders have an uplifting personality. You would kill just to work with one of them.
Tuesday, July 3, 2012
There are a number of work-related beliefs that can actually give your career path a hard time. People who hold on to such toxic beliefs tend to have low self-esteem, lack of confidence and are less likely to succeed on the job. Akhtaboot is here to revel a number of negative beliefs that you need to avoid in order to shine.
1. My self-worth is based on what others think of me – Some employees determine their self-worth based on what their boss, co-workers, relatives and friends think of them. When they are convinced that others think poorly of them they instantly lose confidence in themselves. Don't let others opinions get to you, especially when they're not based on solid arguments.
2. Playing it safe - Upon experiencing a series of setbacks, some employees assume that their goals are not achievable and that they will never make it past their mistakes. Over time, they become discouraged and start avoiding situations where failure is a risk. Keep in mind that if you don't make any mistakes, you are no longer learning.
3. I have to do all the work myself - People who seek perfection, must learn how to delegate some tasks to their subordinates. At the end, you cannot do all the work yourself and you’ll miss out on new opportunities that will help you advance.
Tuesday, June 19, 2012
Most of us think that communication is mostly done through words. This is not actually the case as body language including your movements, eyes and even hands say things more louder than your mouth. The ability to communicate with clarity and effectiveness is an imperative skill for organizational leaders. Akhtaboot provides you with some important ways to make your communications at work more effective.
1. Provide clear and complete information; make sure that you pass information correctly and accurately to avoid work redo.
2. Always be honest; never lie about anything as most lies are eventually revealed.
3. Listen actively; listening is an important skill that is rarely done well.
4. Be respectful; this means using the other person’s name, looking them in the eye, and nodding to show that you understand what they are saying.
Tuesday, June 12, 2012
Whether you are writing a recommendation letter or requesting a recommendation letter, you should know what to include; every recommendation letter should include 3 key components:
1. A paragraph or sentence that explains how you know this person and the duration of your relationship with them.
2. An evaluation of the person and their skills/accomplishments. If possible offer specific examples that illustrate the person’s strengths and qualifications.
3. A summary that explains why you would recommend this person and to what degree you would recommend them.
The content of your recommendation letter will depend upon the needs of the person who is requesting it, but there are some common topics that you can address:
1. Potential
2. Skills/Abilities/Strengths
3. Dependability
4. Consistency
5. Character
6. Contributions
7. Accomplishments
Tuesday, June 5, 2012
A good relationship with one’s manager is essential. When implemented effectively, the result is a win-win situation for both parties, as well as the company for whom they work. Boss management can stimulate better performance; improve your working life, job satisfaction and workload. Give your boss a hand and reap the rewards. Akhtaboot reveals some tips to manage up for an effective boss relationship:
1. Hold off any immediate reaction. Negativity can be perceived as rudeness, and an overly positive response may set unrealistic expectations.
2. Don’t let your emotions get in the way. Always state facts and numbers and be realistic.
3. Don’t just approach your manager with problems; approach him with solutions as well.
4. Do not assume your manager knows as much as you do, but assume he/she can understand; so educate them.
1. Hold off any immediate reaction. Negativity can be perceived as rudeness, and an overly positive response may set unrealistic expectations.
2. Don’t let your emotions get in the way. Always state facts and numbers and be realistic.
3. Don’t just approach your manager with problems; approach him with solutions as well.
4. Do not assume your manager knows as much as you do, but assume he/she can understand; so educate them.
And always remember, managers are employees too.
Tuesday, May 29, 2012
Technology has simplified communications for most businesses, but the increased use of conference calls, video conferencing, and instant messaging has created a new list of off-putting behaviors that could put your business in an awkward situation. Akhtaboot provides you with some tips on how to use workplace technology the smart way!
1. Instant messaging works best for quick questions and updates not for long distracting conversations. Keep your chats short.
2. Avoid bright, flashy, patterned clothing when using Video Conferencing. Play it safe, wear neutral tones in solid patterns. Treat video conferences as face to face meetings.
3. Refrain from having side conversations while on the phone. Mute your phone if you have to multi-task while on a call or better yet, try not to multitask while talking to clients.
4. Make sure you have an ‘appropriate’ online presence on all your social media channels such as Facebook, twitter and LinkedIn, as your personal image reflects your company’s.
1. Instant messaging works best for quick questions and updates not for long distracting conversations. Keep your chats short.
2. Avoid bright, flashy, patterned clothing when using Video Conferencing. Play it safe, wear neutral tones in solid patterns. Treat video conferences as face to face meetings.
3. Refrain from having side conversations while on the phone. Mute your phone if you have to multi-task while on a call or better yet, try not to multitask while talking to clients.
4. Make sure you have an ‘appropriate’ online presence on all your social media channels such as Facebook, twitter and LinkedIn, as your personal image reflects your company’s.
Thursday, May 17, 2012
Akhtaboot - the career network is proud to pronounce its participation in the largest university career fair in Saudi Arabia, held by King Fahd University of Petroleum and Minerals (KFUPM) in Dhahran. The 29th KFUPM career fair was inaugurated by Prince Jalawi bin Abdul Aziz bin Musaed, Deputy Governor of the Eastern Province, and welcomed both students and the public during the period from 6th of May until the 9th of May, 2012.
Around 120 government and private companies and agencies participated in the event, with Akhtaboot handling the CV clinic, which provided students and graduates to be with personalized, one-to-one feedback on their CVs, highlighting the areas that need to be tackled in order to prepare for the needs of today’s job market.
Several companies and organizations from the GCC states were also invited to attend this year’s event, which coincides with the university’s 50th anniversary. The fair is aimed at providing talented young college students and graduates with the necessary skills to help them become more employable in today’s competitive job market with the opportunity to find their dream job.
It is worth mentioning that Akhtaboot has recently provided KFUPM with Akhtaboot Microsite Solution as part of AKhtaboot Cares Initiative - Akhtaboot's CSR Arm.
Tuesday, May 15, 2012
As part of Akhtaboot’s relentless efforts in providing world-class recruitment services to its clients, Kharabeeshwill be able to make the most of their Career Connect solution with a single point of contact for all of their recruitment needs with a variety of CV filtration, and organization tools, making the hiring process simple, efficient and as cost-effective as ever.
Rehab Hudhud, Business Development Officer, said:
“Kharabeesh is very pleased and impressed with Akhtaboot’s Career Connect service as it will help us find the right people for our many vacancies. The relationship we had with Akhtaboot as recruitment solutions provider has proven to be both successful and productive in helping us reach our objectives as a leader in the entertainment industry. We are definitely looking forward to a successful extension of our collaboration.”
With Career Connect, Akhtaboot goes beyond helping companies simply find the right candidates; it actually provides companies with a one-stop recruitment gateway that is specifically designed to cater to the employment needs of companies.
As part of Akhtaboot’s relentless efforts in providing world-class recruitment services to its clients, d1g.comwill be able to make the most of their Career Connect solution with a single point of contact for all of their recruitment needs with a variety of CV filtration, and organization tools, making the hiring process simple, efficient and as cost-effective as ever.
The Online Marketing Manager at d1g.com, said:
“Our Human Resources team at d1g.com is very happy and pleased with Akhtaboot’s Career Connect Service as it’ll help us find the right people for our many job vacancies. We are very delighted with the relationship that we share with Akhtaboot as our Recruitment Solutions provider. We are definitely looking forward to a successful extension of our collaboration.”
With Career Connect, Akhtaboot goes beyond helping companies simply find the right candidates; it actually provides companies with a one-stop recruitment gateway that is specifically designed to cater to the employment needs of companies.
Thursday, May 10, 2012
The art of terminating employees the appropriate way
No matter how we try to sugar coat it, there is no pleasant way to fire an employee. However, you can’t afford to waste your time, money and effort by keeping bad performers around. While termination is a necessary part of any business setting, there are certainly right and wrong ways to go about letting someone go. Getting it wrong might cause heartache for the both of you, or worse, you may end up in court! So how can you fire an employee with minimum damage while keeping their ego intact? Akhtaboot presents you with some useful strategies to follow when terminating an employee is the only choice you have left.
Communication
There should always be an open dialogue between you and your employees from the very start. You should outline your performance expectations and make sure that your entire team understands their job description really well. If an employee is performing poorly, don’t hesitate to bring it to his attention before it’s too late. Keep in mind that poor performers can be turned to company superstars with the right motivation tools and mentorship style. Have a clear warning system in place that gives your employees multiple chances before the final cut is made.
Treat People Fairly
Since you are not perfect, an employee who does a mistake deserves a second chance. Find out the reason behind a work-related mistake; explain to him what he should have done differently to get a better outcome. Never make decisions based on your emotions rather than facts. You can't fire people based on personal clashes that has nothing to do with the actual job. It has to be about the impact on the organization, accountability and getting the job done. Your firing decisions should always be fact-based.
Be Honest and Firm
If after several warnings and second changes you decided that firing an employee is in the best of the company, remember to be honest, firm and always back up your speech with performance related facts. Get straight to the point and don’t label the employee himself, but the actions he has committed. Keep in mind that you should also allow the employee to vent. Listen to him, help him out and give him some useful advice. After all, he was one of your employees and you don’t want to have someone out there badmouthing your company.
Make it a Learning Experience for the Employee
Make sure that the terminated employee understands that any experience, is a learning experience. Pinpoint exactly what he did or didn’t do that led him to this point. Talk about what he can do differently in the future to improve his job. Offer to help your terminated employee with finding another job that fits his skills and strengths.
It’s a Learning Experience for YOU
The success of your company depends on its people. It all starts with hiring better! If the company’s turnover rate is high, something wrong is going on for sure. It’s either that the management isn’t doing a good job, employees are not well informed about what is expected of them, or you are just not hiring the right people in the right positions! Successful recruitment is never an easy task; you should have a clear idea of what you need exactly in an employee and look for successful patterns that have worked in the past to guide you through. Super performers are out there, but just as in the old days, you may need to do some detective work and actively seek out the people who will make your company great.
No matter how we try to sugar coat it, there is no pleasant way to fire an employee. However, you can’t afford to waste your time, money and effort by keeping bad performers around. While termination is a necessary part of any business setting, there are certainly right and wrong ways to go about letting someone go. Getting it wrong might cause heartache for the both of you, or worse, you may end up in court! So how can you fire an employee with minimum damage while keeping their ego intact? Akhtaboot presents you with some useful strategies to follow when terminating an employee is the only choice you have left.
Communication
There should always be an open dialogue between you and your employees from the very start. You should outline your performance expectations and make sure that your entire team understands their job description really well. If an employee is performing poorly, don’t hesitate to bring it to his attention before it’s too late. Keep in mind that poor performers can be turned to company superstars with the right motivation tools and mentorship style. Have a clear warning system in place that gives your employees multiple chances before the final cut is made.
Treat People Fairly
Since you are not perfect, an employee who does a mistake deserves a second chance. Find out the reason behind a work-related mistake; explain to him what he should have done differently to get a better outcome. Never make decisions based on your emotions rather than facts. You can't fire people based on personal clashes that has nothing to do with the actual job. It has to be about the impact on the organization, accountability and getting the job done. Your firing decisions should always be fact-based.
Be Honest and Firm
If after several warnings and second changes you decided that firing an employee is in the best of the company, remember to be honest, firm and always back up your speech with performance related facts. Get straight to the point and don’t label the employee himself, but the actions he has committed. Keep in mind that you should also allow the employee to vent. Listen to him, help him out and give him some useful advice. After all, he was one of your employees and you don’t want to have someone out there badmouthing your company.
Make it a Learning Experience for the Employee
Make sure that the terminated employee understands that any experience, is a learning experience. Pinpoint exactly what he did or didn’t do that led him to this point. Talk about what he can do differently in the future to improve his job. Offer to help your terminated employee with finding another job that fits his skills and strengths.
It’s a Learning Experience for YOU
The success of your company depends on its people. It all starts with hiring better! If the company’s turnover rate is high, something wrong is going on for sure. It’s either that the management isn’t doing a good job, employees are not well informed about what is expected of them, or you are just not hiring the right people in the right positions! Successful recruitment is never an easy task; you should have a clear idea of what you need exactly in an employee and look for successful patterns that have worked in the past to guide you through. Super performers are out there, but just as in the old days, you may need to do some detective work and actively seek out the people who will make your company great.
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