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What’s your approach to raising the bar for your team with every new hire?

What’s your approach to raising the bar for your team with every new hire?

Nuria Pastor emphasizes the importance of raising the bar for each new hire to enhance team performance and individual development. This approach aligns with the company's commitment to talent and values, ensuring that every new employee contributes positively to the team's growth. By implementing an internal recommendation system, the company leverages employee insights to find trustworthy candidates, which is crucial given the varying complexities of roles. However, recommendations come with the responsibility of ensuring that candidates meet company requirements to avoid potential failures in performance. This strategy not only strengthens leadership and team management (gestión del equipo) but also fosters effective communication and career planning (plan de carreras) within the organization. According to Nuria Pastor, this methodology has been pivotal in refining the team dynamic. Don't miss more tips and insights on leadership and team values in the full episode.

2025·Season 1·Episodio 4Highlight
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Nuria Pastor · CEO & Co-founder

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Transcription

00:04

Raise the bar for the team Let's see,a compass.

00:16

What approach do you take to raise the bar for your team with each new hire?

00:20

Good question.Internally, we have always had a philosophy that we must raise the bar for each person who comes.

00:29

That doesn't mean it's any better or worse,Simply that the level of of the person joining and what they can contribute, is always on the rise.

00:36

It'll raise our standards a little, won't it?And I think that has helped us a lot in always trying to find ways to improve as a team,but also individually because in the end I think there is also a personal process that's being developed,which is very important to follow.

00:49

Therefore, raising this bar has also helped us greatly during the selection process,to understand what kind of person the team needs and how to improve the team in that way.

01:03

In a company and in an environment that cares so much about talent and development how does the internal recommendation system work?

01:10

That's a very good question.Internally, there was also a point where we started to want to have more recommendations from the employees themselves.

01:20

In the end, no one knows us better than our own employees,who can refer others, and that ultimately leads to a series of benefits, both for those who give good recommendations, and for the company, right?

01:32

Sometimes finding the ideal candidate is difficult,especially for the role you assign it.

01:36

Some roles are more complicated than others, but in the end,it's all the same.

01:40

It's a commitment for both parties.So, those who come directly recommended by other people, end up being more trustworthy.

01:48

And the condition is, well, two conditions.One that they are capable of meeting the requirements,because if they don't there are also consequences.

01:55

You can't recommended just anyone, because then, you run the risk that there would be a pool of employees who actually fail to fulfill their duties.