But opting out of some of these cookies may have an effect on your browsing experience. Necessary cookies are absolutely essential for the website to function properly. This category only includes cookies that ensures basic functionalities and security features of the website. These cookies do not store any personal information. What is it that sets superstar employees apart from others?
In this article I outline what I think are the main characteristics of a superstar employee. This website uses cookies to improve your experience. We'll assume you're ok with this, but you can opt-out if you wish. Instead of getting caught in the upheaval, extremely valuable employees dig in and act as utility players filling the necessary gaps regardless of their position, and they do it without letting their own responsibilities suffer.
People buried nose-deep in their own issues are likely to get hit in the beak with unpleasant surprises. Extremely valuable employees always have a forward-looking, big picture view so that they can anticipate issues in advance and create solutions that streamline and bulletproof any process. People can only grow as far as the information and the support around them will allow.
A limited education and network will produce limited results. Extremely valuable employees are able to tap into resources quickly and easily to solve any problem or create nearly any opportunity. You won't see just 62 people on their LinkedIn.
Many employees complain that they aren't heard, valued, or that their needs are never met. Sometimes it's because of poor management, but often it's because effective self-advocacy takes thought and effort, not just vocalizing ideas or complaints.
Extremely valuable employees know how to consider the company's position and resources. They can present a viable and executable plan that makes sense and provides a win-win for everyone involved. Most employees do what they have to do to get along. Bosses should super appreciate honesty. And when bosses make a mistake, they should be able to say to the team that they made a mistake and what they are doing about it.
Huge trust develops with honesty and openness. A superstar thinks about the greater good for all concerned when suggesting or requesting things. And when it is, then ask for the raise.
Rockstars not only take responsibility for their own duties but, when needed or possible, they help out others within the practice. Efficiency is a very key quality in a superstar employee or employer. Taking on a task and just working your way through getting it done is one way to handle things.
But an efficiency expert is also working out ways to get tasks done faster, simpler, easier each time they do it. We tackle diverse matters. We serve diverse geographic areas. We have diverse clients. I am looking for evidence that a candidate can work in a multicultural environment.
There is a paucity of people that can bridge different cultures. It does not come naturally. It takes work and dedication to become comfortable in environments different from our own. Few people have the commitment to bridge the gap between cultures. Chao agrees that diversity matters. These are important qualities. If a candidate has a very narrow background, how will he be able to read the jury, which is very diverse? They do their homework.
Superstars have a goal in mind and have done their homework to get there. They send an organization their resumes not because they simply viewed an ad in the paper or a posting on the Internet. Instead, they have studied the organization and its values and have decided that their future and their success should be tied into the success of the organization. Candidates who have not thought through why they want to come work for an organization are not the ones the organization wants.
A great candidate will have gone out of his or her way to learn a lot about our law firm, its practice, and its clients. He or she will also have done some research on individual interviewers, and will make that evident in the interview. The practice of law is a contact sport. Superstars know how to assert themselves without being overbearing. This is especially true for litigators, as Pamela Carter notes. Will this person do well in a courtroom in front of a jury?
What can be done to find the best candidates available and ensure that the ones sitting across the desk are indeed superstars? The following is a list of 10 things to attract the right candidates and pick the ones with the right qualities.
Define the job. Before searching for candidates, ask what needs to be done for the job and what skills and experience are required. Janet Manzullo strongly believes that placement starts with defining the job. Emphasize diversity in the hiring process. Sometimes a job description is based on outdated criteria.
In a diverse, global economy, it is important to ensure that a diverse group defines the job and the qualities needed to fill it. Furthermore, it is important that the interview process also be diverse. Partner with minority-based organizations. To see the resumes of diverse, qualified candidates, law firms and departments should partner with organizations that focus on minority lawyers, such as the National Bar Association or the Hispanic National Bar Association.
They will serve as a pipeline for diverse candidates. Manzullo agrees. Through those relationships, we can get access to exemplary minority candidates.
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