When starting a successful business or any type of project, you can’t do everything by yourself so will require you to have other people on board to give you a helping hand.

Regardless of how skilled you think you are, there will always be someone else out there better at doing what you need to get done, plus it is an inefficiency of your time and resources to focus on what you’re barely good at when you can devote entirely to your true strengths. The point is, don’t spread yourself too thin for mediocre results

In an ideal scenario when building any dream team, you want to nab only the best and brightest, but that’s not always going to be the case. For instance, if you want to hire the best programmers, well, you’re going to have to compete with Google.

So, how should you go about it? Involve these factors through your A-team building process.

• New Up-and-Comer Talents

The first thing that you should be on the lookout for is young rising talents. Any person working in any capacity will need to start somewhere, and you can be the one to offer them that opportunity, which they can be grateful for as a stepping stone into their career. Those who are new in the job market are often “hungry” to make something out of themselves and far more eager to learn than established veterans. So, all that is going to translate to success for you as well when you have their contributing value on your team.

• Experienced Veteran Guidance

When deciding on how you want your business to grow, also outline what you want out of your team. Fresh-blood newcomers are great, they have the energy and enthusiasm; but you’ll need an experienced veteran as well. Take into consideration whom you want as the veteran status, who should have an extensive background in your industry. Outlining what you want will help you find that right veteran person to help you down the road when faced with obstacles and propel the business forward to success.

• Trial-and-Error Process

Sometimes, finding the right people for your team is a number’s game. Hire as many people and offer them a non-binding 90-day trial, and see what they can do. Focus on what works and what doesn’t, and take notes on the performance of new hirees. If someone doesn’t work out within 90 days, then it’s time to let them go and find someone new. The process of elimination is synonymous with progression towards perfection.

You may not have the next Google on your hand to attract the best, yet you can always increase your chances of at least having the top tiers joining your new team.

With that in mind, you can now garner a great deal of success moving forward.