What makes a superstar

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Sometimes a job description is based on outdated criteria.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. Look beyond the obvious on the resume. Everybody looks to see where candidates went to school, the grades they received, whether they made law review, and other obvious factors.

But there are other indicia of success on that resume, such as what candidates did before the law or what they do outside the office. For example, McLean looks for attorneys who put themselves through law school.

That shows they are very committed. Adorno concurs, feeling that candidates who put themselves through law school are dedicated and have a strong work ethic. He also looks for candidates with military experience. Sariego looks for candidates that have a breadth of experience, who have embraced other cultures and points of view.

Gone through an Outward Bound program? Spent time tracking through the jungle? These candidates have dealt with different environments and different people.

Appreciate that one size does not fit all. It is tempting to assume that a great candidate, simply because he is great, will be a good fit. Not only should one look for the perfect candidate, one should also look for the perfect fit. Manzullo knows this firsthand. During the interview process, though, it became quickly apparent that everything was about him, not about the team.

We realized he would not be a good fit. It is important to know not only can they do the job, but can they succeed within the organization. Bissoon also looks for this chemistry. A poor fit is not a reflection on the candidate, nor for that matter, on the firm.

Like any other relationship, you are looking for a match. Due diligence, due diligence, due diligence. Some candidates fudge on their resumes. A few go further than that. Due diligence is a must to ensure that a resume is authentic. When considering a candidate, Sariego looks out for resume fraud. Organizations should ask for references to confirm that candidates have the skills they list.

Adorno, for example, asks for references from judges, clients, and other lawyers. Interviewers should take the time to learn what motivates a candidate. This gets back to the issue of values. What values does the candidate hold near and dear and what drives him to succeed? When interviewing candidates, Bissoon wants to know what gets them out of bed in the morning.

We look at how they have chosen to spend their free time. We try to get to understand them. We ask them where they see themselves. Whether they see themselves with us. Every company has its superstar employees who seem to get more done , get better results , give a better service in a shorter time scale than their colleagues.

Superstar performance is behavioural and motivation related, and nothing to do with having an aptitude for the job. At the heart of every superstar employee there is a natural motivation towards the type of work that they do. They really enjoy what they do, which helps drive them towards performing to the highest level possible. People who undertake jobs that they dont really want to do will achieve mediocre results. Superstar employees care about the companies they work for and they behave as if they are an owner of the company.

They will usually give an employer a decent length of service before seeking pastures new, often putting up with career plateaus for a short time to see if things start to move again. Things have got to be pretty bad before they up sticks and leave. They pick themselves up, dust themselves off and get on with the job in hand. They stick at it until they get the desired outcome. Several of my vocal coaching clients have become global stars. Here's what I have learned from seeing them develop. Have you ever wondered if you should sing with a sore throat?

Does it do more damage than good? Does it extend your recovery? Here are the answers. Contact Us. Terms of Use. Privacy Policy. What Makes A Superstar Singer? Comments Show me you're alive! Leave a comment below You May Enjoy. Picked For You.