Jon Taffer Quotes

Selecting the right person for the right job is the largest part of coaching.

If you want to hire the best people, the best people are already doing pretty impressive things. They have their life plans, their picture for what they want to be doing. To figure out a way in which those trajectories align really takes time.

When you hire someone, you are investing in them.

My job is to get the very best people we can.

If you have a choice between qualifications and personal qualities when it comes to hiring people, go with personal qualities. You can teach them the job.

Good people hire people better than themselves. So A players hire A+ players. But others hire below their skills to make themselves look good. So B players hire C players. C players hire D players, etc.

I fire very little because I try to be very careful when I select people. If you know how to select, you don't fire often.

I look for something unique, and I look for people who haven't reached their potential. I think I'm pretty good at developing talent.

Most corporations have human-resources processes that involve discussions with your manager, performance evaluations, calibrations for performance and potential succession planning.

You have got to attract the brightest and the best, but the brightest and best won't stay unless they see real career options.

Get the best people and train them well.

Today, when I hire, I look for people who want to be trained and molded.

The one thing I always think about when I don't get jobs is that it just wasn't yours. You don't want to do something that you're not right for because it won't make the production look good, and it won't make you look good.

LinkedIn is increasingly becoming a very strong place for companies to develop their talent plans, their recruitment plans, and so there are ways in which we can track some of the momentum there.

Human resources are the most valuable assets the world has.

Successful companies hire people.

No matter how you hire, ensuring the systems are in place to manage the process will be critical in allowing you to find the right people to carry the standards you set. Don't neglect that duty!

I think I'm overrated as a recruiter.

Accountability is a two way street. We can't just make it easier for us to fire people; we must make it easier for us to hire people. It takes VA an average of 240 days to complete the hiring process for executives joining VA from outside government. We are losing talented people because it simply takes too long.

Clubs need to take more ownership on how they recruit managers.

As a general rule, when your child, or anyone in the work force, doesn't know what he/she wants to do, they should instead always be developing skills and competencies that will qualify them for the jobs that companies are most looking to fill and increase their hireability.

As a manager, you can only worry about those who can get on the bus, and those are the fit ones. Injuries and illnesses mean opportunities for others.

Our approach to continuously investing in the scales and capabilities of our people helps us meet the needs of our clients and enhances our ability to attract the very best talent in our industry.

We have to hire, retain, and develop the best staff.

An interview is about mutual selection.