The term “gorilla” is often used in reference to “utilizing unconventional tactics to achieve maximum results with minimal resources”.

The best managers have mastered the conventional skills of attracting and motivating good people. When Lord Thomson of Fleet decided to hand the reigns of one of the biggest newspaper empires in the world over to his son, he was quoted as saying “I’ve surrounded him with geniuses so he can not fail”.

   &mmp;nbsp;      I won’t be able to give you all of the skills required to surround yourself with geniuses in this short memo, but here are a few gorilla recruiting tactics you can implement to maximize your effectiveness with limited resources.

1-     Always be recruiting. Do not wait until your top sales person leaves you unexpectedly to begin the search for a quality replacement. Always be on the look out for, and build a file of, good people who could fill the bill.

2-     Check the references the applicant does NOT list. You have to assume the applicant is not foolish enough to list someone who will discuss their negatives as a reference. Do some digging. Find a previous employer or employee, past or present customers, anyone who can candidly share the nature and skills of the individual.

3-     Employ proven profile testing. Having the applicant submit to the testing process achieves a number of objectives, including; a.) You’ll get objective insights to areas of concern you might not have uncovered in your initial interview. b.) The test will give you a refined format for a valuable second interview c.) The process emphasizes how important the position is to you, and creates a more professional image for your company.

4-     Job shadow. Have the applicant spend the day shadowing two or three of your staff who have similar jobs to the one being applied for. Make sure the staff doesn’t sugar coat the day’s agenda, and that the candidate sees the best and the worst of the job.

Debrief your staff as they may uncover things about the candidate during casual conversation that you might never uncover in a formal interview.

The candidate may also discover during the day that your company culture or the job they’ve applied for is NOT the fit for them they had assumed….better to find out now rather than 90 days from now.

5-     Avoid cloning! I often see sales forces where the staffs are mirror replicas of the sales manager.

Just as a team made up of nothing but goalies won’t give you the cross-section of skills required to win the game, a team of your clones won’t give you the personality diversity necessary to win a diverse group of clients in the marketplace.

Attracting and motivating good people is what management is all about. Managers can not motivate people who do not have an inner motivation, so it is imperative that you acquire the skills necessary to uncover your candidate’s aptitude, attitude, skills and experience if you are going to maximize your abilities as a leader.