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Chapter 19. When the Team Is Brand - New > Select Members from Within the Compa... - Pg. 253

When the Team Is Brand - New 253 · Recommendation by current team members.When an opening occurs in your team, ask mem- bers if they know people within the organization whom they feel would fit into the team. Members often have keen insight into the qualifications and personalities of their coworkers in other de- partments. They have seen them in action, worked with them on assignments, and may know them socially. The danger, as you can guess, is that if the person is rejected, the member who recommended him or her may take it as a personal affront. This can be ameliorated by carefully explaining to the member the reason for rejection, and pointing out that it in no way reflects on the person who made the recommendation. · Former employees.When a new team is formed or replacements are sought for members who have left, take a look at employees who have been downsized. Many of these people are ex- cellent workers who, because of lack of seniority or other reasons not related to their compe- tence, were laid off. As they had worked for the company, you can check them out easily. If rehired, they need minimum training and can become productive rapidly. Questions to Ask Prospective Team Members When forming an entirely new team or adding members to a current team, the team leader has the awesome responsibility of selecting the right person. When an outsider is hired, candidates are interviewed in depth by one or more members of the human resources department. They may be given a battery of tests and have references checked --often before the team leader meets them. Before a decision to hire is made, the candidates are interviewed by the team leader and often by team members.