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Are you continuously thinking of ways to better your firm as a business leader? And, when it comes to hiring new personnel, do you struggle to strike a balance between employing people who can preserve the status quo and those who can offer the innovations you need to be competitive?

Successful businesses need a diverse team of team members in a variety of occupations throughout all business cycles, from invention and design to manufacturing and marketing.

Lou Adler has published an interesting piece on four main work types: thinkers, builders, improvers, and producers. Here's what individuals in these occupations do.

Thinkers generate an idea.

Builders turn ideas into reality.

It is improved by improvers.

Producers give products and services to consumers in a repeatable way.

According to Adler, every job contains a combination of all four work kinds, and every worker has a mix of the traits of each, with one or two types predominating.

Qualities to Look for in a Job Description

How may this information help you recruit better as an employer? It might assist you in creating a stronger job description that focuses on the traits you want in a new employee. Adler advises you and/or your recruiting manager to define particular achievements required for the position rather than relying only on the experience and education you believe you need in an employee.

Instead of the conventional, "Must have 5-10 years of environmental engineering experience including 3-5 years of wastewater management with a propensity for innovative solutions," you might put, "Develop a whole new technique for lowering water consumption by 50%."

How to Determine a Candidate's Dominant Characteristics

A crucial issue for a recruiter or HR professional is recognizing a candidate's attributes and ensuring those qualities match what is required for the position. Are you searching for a candidate with the ability to develop a strategy? You need a thinker. Do you have enough brains but not enough individuals who know how to drive a project or a product forward? Look for those who like doing hands-on work. Considering recruitment through the lens of job categories may assist your firm in maintaining a balanced crew.

The second stage is to ensure that team members are constantly given opportunity to put those abilities to work. Adler's argument is that for work happiness, businesses must give employees with a way to accomplish what makes them tick, which includes a constant cycle of fresh growth, or your employees will go on to chances where they can shine.