Thoughts on Hiring People. Part 1 of 2

Certain ideas prove themselves to be more and more true over time.  That's definitely the case with this sentence:

The biggest mistake companies make is hiring a person for what they know, and then having to fire them for who they are.

I don't have eyes in this computer monitor, but to those of you who've hired people,  I can see you nodding your head thinking "Yes, that is so true..."

This is part 1 of a series on hiring people.  Part 1 is a bit more theoretical.  Part 2 is more practical.

Let's start by going back to the underlined sentence.  Companies should always be on the lookout for people of good character that fit into the business culture you are trying to create.  Good character and fitting in to a good culture are the most important qualities.  They aren't secondary.  They are not an "added bonus".  They are the most important.  

If you're not desperate, you can train people for the vast majority of work.  When I look back at some of my hiring mistakes of the past, I compromised because I was desperate for help.  If you can avoid desperation, you are doing yourself and your company a great service.  Take a look at the "learn from my mistakes" blogs.  There are a couple of biggies in there that have to do with hiring mistakes.

Here are 3 things to consider:

1.  When to look for people?  The answer is:  Always.  Not "always" as in full bore job posting and interviewing, but always be open-minded and visit with people when approached.  Replace the line of "No we aren't hiring" with "We aren't actively recruiting right now, but we always like to get to know good people."

2.  What to look for in people?  The answer:  Things that show the character qualities you want in your company.  Things like longevity in work history.  Family stability.  Commitment to things other than just self.  These things are seldom written in the resume.  They are often read in between the lines.  

Looking for skills is fine, and the situation may require certain skills.  Just don't let it be the main criteria that crowds out the character qualities. If you just hire for skills, and have doubts about character, you will be making a mistake.

3.  What attitude to take when looking for people?   As the interviewer, try to avoid acting like the judge that passes judgment on your interviewees. This does no one any favors, yourself included.  If you only come across as a judge, the person you are talking to will only posture to look good.  

Instead, try and think of yourself as an advocate for matching good people with a good company.  If you say this and sincerely mean it, the person you are interviewing will feel more comfortable and encouraged.  They will be more likely to open up and be real rather than just posture.  Ultimately, this benefits everyone.

One final thought:  The hiring process is difficult and never perfect.  It can be discouraging.  I have found it helpful to think of hiring success as a baseball batting average rather than a school report card.  In baseball, you can fail two times out of three and still be very good.  With hiring folks, you're not going to be right every time.