Once a leader sets a goal—whether it’s launching a new business, energizing an organization, or managing a team—the challenge often lies in gathering the right people to make that vision a reality. Building a successful team is essential to achieving any goal. The process of selecting the right individuals is not only important but also a critical component of success.

To help streamline this task, here’s a four-part checklist to guide you in identifying the best team members.

1. Assess Their Background and Experience

The first step in evaluating potential team members is to review their qualifications and professional history. This is often the most straightforward part of the process. Gathering information about their previous roles, achievements, and qualifications will provide insight into their ability to perform the tasks required. A well-rounded background check can reveal whether an individual is truly suited for the role.

2. Evaluate Their Level of Interest

After reviewing qualifications, it’s important to gauge the level of genuine interest a potential team member has in the role. People can often fake enthusiasm, but experienced leaders can discern when someone is truly invested in the work at hand. This can be assessed through face-to-face conversations, where an individual’s passion for the work often becomes apparent. While it’s not always possible to be certain, spotting sincere interest early on increases the likelihood of building a committed team.

3. Observe Their Reactions

How an individual reacts to certain work conditions can reveal a great deal about their character, integrity, and potential work ethic. Pay attention to responses like: “You want me to get there that early?” or “I’m expected to work weekends?” These reactions often indicate how flexible, reliable, and dedicated an individual will be. Such responses are key to understanding the level of commitment they’re willing to invest and can provide valuable insights into their true work ethic.

4. Measure Their Results

Ultimately, the most effective way to judge an individual’s performance is by their results. There are two key areas to consider: activity and productivity.

• Activity: This is about the effort an individual puts in. For example, in a sales organization, one could ask a new salesperson to make a set number of calls during their first week. If they make excuses or fail to meet these basic expectations, it’s a clear red flag.

• Productivity: The second measure is tangible results. A high-performing team member should be able to demonstrate measurable progress within a reasonable timeframe. Clear expectations should be set from the beginning to avoid surprises. Consistent performance will indicate that an individual is capable of contributing meaningfully to team goals.

Final Thoughts

Trusting your instincts is crucial when evaluating potential team members. Each time you go through this process, your ability to spot the right fit will improve. Building a successful team may be one of the toughest challenges a leader faces, but with a structured approach and the right checks in place, the rewards will be well worth the effort.