Q-Temps | Insurance Staffing Specialists

The Best Recruits May Not Be Who You Think

My best employee of all time was nicknamed Shaq. While his genetic gifts would have never landed him a spot on the New Jersey Nets, he worked for my company as a computer forensic examiner. When I hired him, Shaq was barely qualified to use a computer, let alone conduct detailed forensic examinations on hard drives that later had to stand up in court and pass the rigors of cross examination.

So why did I take him on? I hired Shaq because during his interview he clearly demonstrated that he was intelligent, had a lot of energy and seemed to come out on the “glass half full” side of things during stressful situations. Because of these qualities, within three months of joining my company he was out in the field, conducting examinations on his own. Shaq had absorbed the training so fast that within a year of his hire he was testifying in court and handling our most complicated cases.

When hiring new employees, most recruiters consider qualifications first – and last. They’re looking for someone with the best education, the most experience and the most impressive skills. This is a mistake because you can teach employees what you want them to know, you can give them the experience you want them to have, but you can’t change who they are on a fundamental level. Their attitude, values, willingness and work ethic are all ingrained in them.

The most effective way to hire fantastic, loyal employees who will fit into your company culture and help you meet your goals is to hire them for their inherent abilities (that which can’t be taught), such as personality, learning style and core values. You do this by identifying behavior patterns during the interview process.

Still looking for the pattern you ask, “What about your first job?” After you get through “tell me more,” the candidate says, “I loved my colleagues, but I couldn’t stand the bureaucracy. They had me filling out irrelevant forms all the time.”

A pattern is starting to become clear. Do you see it? This candidate doesn’t like rules. If your company depends on employees adhering to strict guidelines, he’s not a good fit. If, on the other hand, you’re looking for an independent type of person, he has potential.

This hiring practice takes time. Your interviews won’t be over in 15 minutes and you won’t hire employees based on shiny resumes and gut instinct. Instead, your interviews will probably last two hours, and you’ll make a decision based on your confidence that the candidate you hire will behave exactly as you need him to – because now you know how he’s behaved in similar situations in the past. While it may take a bit longer up front, you’ll save time and money in the long run because this method reduces turnover and increases company morale.

Hire the candidates with the most potential to succeed in your company, regardless of experience. The right people will be able to handle anything you throw at them. If they’re anything like Shaq, it will be nothing but net.

Adapted from the Wall Street Journal