Option 6 Expert® in Your Team: Hiring Innovators to Think Outside the Box
In the rapidly evolving landscape of business, innovation and creativity are key to staying ahead of the competition. To foster this innovative spirit, a unique hiring concept known as “Option 6 Expert®” has been introduced by Muhammad Samar Gulzar. This concept involves hiring a young, dynamic individual specifically tasked with generating and curating out-of-the-box ideas. Here’s how you can implement this concept in your organization.
What is an Option 6 Expert®?
An Option 6 Expert® is a young professional, typically under the age of 30, hired with the sole purpose of thinking creatively and developing unconventional solutions. This role is designed to bring fresh perspectives and innovative ideas to the team, pushing the boundaries of traditional problem-solving methods.
Creating a Checklist for Hiring an Option 6 Expert®
To ensure you find the right candidate for this unique role, follow this detailed checklist:
1. Define the Role Clearly
Outline the responsibilities and expectations.
Emphasize the importance of creativity and innovation.
Highlight the freedom to explore unconventional ideas.
2. Announce the Job on Preferred Media
Use various platforms, such as your company website, social media, and job boards.
Create an engaging job description that attracts creative thinkers.
3. Create a Google Application Form
Include unconventional questions that assess creativity and out-of-the-box thinking, such as
Describe a time when you solved a problem in an unconventional way.
If you had unlimited resources, what project would you pursue and why?
Rate your ability to think creatively from 0 to 10 and provide examples.
4. Skill Assessment Task
After reviewing the applications, send a unique task to evaluate their creative skills.
For example, ask candidates to:
Develop a marketing campaign for a fictional product.
Create a storyboard for an innovative ad.
Design a solution for a common problem in a new and creative way.
5. Schedule Interviews
Conduct both online and onsite interviews to get a comprehensive understanding of the candidate’s abilities.
Focus on descriptive and open-ended questions that allow candidates to express their creative thought processes.
6. Hire on Probation
Select the most promising candidate and hire them on a probationary basis.
Provide clear goals and freedom to explore their ideas.
7. Monthly and Weekly Reviews
Set monthly goals and conduct weekly reviews to track progress and provide constructive feedback.
Encourage continuous innovation and reward successful out-of-the-box solutions.
8. Performance Bonuses
Introduce performance bonuses to motivate and recognize exceptional work.
Celebrate innovative ideas that contribute significantly to the company’s success.
Background of Option 6 Expert®
The term “Option 6 Expert®” was coined by Muhammad Samar Gulzar, inspired by an experience where he announced a job with a unique twist in the Google application form. The form included questions designed to assess the candidates’ creativity and ability to think outside the box. This innovative approach to hiring led to the development of the Option 6 Expert® concept.
Why Hire an Option 6 Expert®?
Incorporating an Option 6 Expert® into your team can have several benefits:
Fresh Perspectives: Young professionals bring new ideas and viewpoints that can drive innovation.
Enhanced Creativity: encouraging out-of-the-box thinking can lead to unique solutions and breakthroughs.
Competitive Edge: Staying ahead of the competition requires continuous innovation and adaptability.
Conclusion
Hiring an Option 6 Expert® can significantly enhance your organization’s creative capacity and drive innovation. By following this checklist and embracing the concept coined by Muhammad Samar Gulzar, you can attract and retain young, talented individuals who will bring fresh ideas and innovative solutions to your team. Embrace the future of hiring with Option 6 Expert® and watch your business thrive in today’s competitive market.
