When hiring employees at any level their are some hard and fast characteristics to look for. Mid level to management level positions follow a similar set of rules, while top management hiring decisions require a few extra criteria to factor.
Throughout many years of watching my father fire and hire employees and seeing (and being apart of the decision process) of the churches I’ve worked with/for make hiring decisions, there is little else that can set an organization back like a bad hire. Following a few simple steps and you can assure your organization will make better decisions on this front.
First Three Acid Tests: (Every hire should be based on the organization and candidates potential growth, not just getting a job done.)
Integrity – Is the potential employee a person of their word, is he or she truthful? Does the potential new hire know the laws of their country, industry, and company – both in letter and in spirit
Intelligence – Just because there is a long string of letters backing someones name does not signify intelligence. Education is not intelligence. Use unexpected conversations and situations as a way of testing practical intelligence. As a side note – No one should ever be compensated on education alone, nor should it be expected. With the ever increasing pay-for-paper educational system, the framed diploma on the wall may not be worth the paper it is printed on.
Maturity – Does the individual handle setbacks well? Does he or she enjoy success with humility and excitement?
4-E and 1-P Framework: (Any one hired must have the first two E’s. The last two E’s can be learned.)
First E - Positive Energy. The ability to go, go, go – to thrive on action and relish change.
Second E - Energize Others. A depth of knowledge of your business and strong persuasion skills to make a case that will galvanize others.
Third E - Edge. Effective people know when to stop assessing and make a tough call, even without all the information.
Fourth E - Execute. Getting the job done.
One – P - Passion. Heart felt, deep, and authentic excitement about work.
Hiring top management has a slightly different approach. The 4-E AND 1-P Framework are necessary but there are a few other attributes that need to be taken into consideration.
Top Management:
Authenticity – A person cannot make hard decisions, hold unpopular positions, or stand tall for what he or she believes unless they knows who they are and feels comfortable.
Ability To See Around The Corner – Top Management must have a special capacity to anticipate the radically unexpected.
Ability To Surround Themselves With People Better and Smarter Than They Are – Top management can not be insecure of others abilities.
So, how long before you know if you have hired right? Usually within a year – certainly within two years. Remember a person is only as good as the team surrounding them. The most difficult part of hiring is understanding how a the new hire will work within the context of the established team and when and if to make other changes. If you hired correctly their will most definitely be other team changes down the road.
