Smart Hiring for Business Success with Opteamyzer

As a professional sociologist specializing in industrial sociology, I have accumulated unique experience in building business teams based on characteristics often overlooked in typical business practices. For most modern business owners, the primary indicators remain professional training level, scope of experience, and years in the field. Age and gender are secondary considerations, while other parameters requested by HR mainly address compliance with labor laws. Once these boxes are checked, a candidate usually gets the job.

This approach, while effective, operates under a critical condition: the business must have significant financial reserves to account for the "right to make mistakes" by human resource specialists, sometimes multiple mistakes. Consequently, hiring employees can feel like playing roulette. A successful combination can lead to business prosperity, whereas an unsuccessful one can keep you at the "small and medium-sized business" level.

This approach is even more precarious when it comes to hiring management personnel. What starts as a costly gamble becomes akin to "Russian roulette," where the entire enterprise's future is at stake. The experiences of companies like Nokia, Boeing, and other industry leaders confirm this.

The most preferable solution, in my view, is to "intellectualize" human resource departments. This approach is for business owners who understand that employees possess complex qualities beyond just professional skills. Incorporating these qualities into the business can lead to significant improvements in performance and enhance the company’s overall image.