From a Team

Form a team or raising new members is the responsibility of the leader. Find the best candidate to form a dynamic and balanced team, either through promotions or recruit from outside, then they feel as part of a team. (Avoid lifting people just because you're short-staffed)

Finding Candidates  
Stocking net as wide as possible, use enough time for selection. Make a list of criteria, nature and other skills that candidates should possess. Make sure the relevant criteria. A common mistake is experienced, while research shows not so much a success in the job. Candidates who meet all the criteria are rare, therefore we need to be flexible in the selection. (When recruiting team members, see their growth potential)

Internal Promotion
Internal promotion is open only cheaper, but also shows that there are opportunities to increase, as the most satisfying rewards. Leaders should always observe the potential that can be utilized a higher level team. When recruiting from the weigh feelings of other staff, who may feel skipped. Explain clearly why he was chosen for this task, and confirm that the available opportunities for others. Then let the candidate that proves the truth of our choice. (Note the sense of when promoting staff from within)

Making Balanced  
In order for teams to function effectively, there must be a balance between technical, solving, problem, decision making, and interpersonal relationship skills in the team. The ideal group to be creative and disciplined, able to bring new ideas and solve problems, and at the same time enough to plan and execute tasks in a timely manner.

Conducting Interviews
Allow 45 minutes for an interview, should be accompanied by one or at most two partners. Limit your speaking, candidates have to say much as possible about their views on jobs, our companies, their achievements. What are their advantages? We are more concerned strength, the new disadvantages. Notice their body language and appearance value. (Ask candidates what their strengths in the previous position and make sure there are no distractions during the interview)

Decision Power  
Psychological tests and handwriting analysis (graphology) is sometimes used to assess the suitability of candidates. But this method can not replace a personal assessment, which is supported by the record of personal experience and references, as well as skills tests. Conflict and competition within the group that is not good, so avoid candidates who show the level of violence that could undermine the spirit of togetherness.
 
Learning From Recruit 
 A leader can learn a lot of new members to replace their knowledge of other organizations, methods and ideas. They can be looked at from the outside, before being converted into an insider. Take time to converse with new members, ask their first impression. Responding to suggestions they could lead to their beliefs. (Make sure that new people be well received) 

Nonconformity Handling  
Recruitment mistakes can happen, despite being careful. When considering to remove someone, ask "why is this happening?" Take lesson and if it can be "saved" by making changes, do it. If not, do not let that person live. Explain the reasons and give us proper compensation. Also make others know what has happened and why.