{"id":3571,"date":"2017-10-23T21:26:32","date_gmt":"2017-10-23T21:26:32","guid":{"rendered":"https:\/\/www.openbusinesscouncil.org\/?p=3571"},"modified":"2022-05-04T21:38:19","modified_gmt":"2022-05-04T21:38:19","slug":"next-hire-needs-8-key-qualities","status":"publish","type":"post","link":"https:\/\/www.footballthink.com\/next-hire-needs-8-key-qualities\/","title":{"rendered":"Your Next Hire Needs These 8 Key Qualities"},"content":{"rendered":"
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Your Next Hire Needs These 8 Key Qualities<\/figcaption><\/figure>\n

Has your search for the perfect candidate hit a roadblock? In one of the tightest labor markets in living memory <\/a>, qualified candidates can seem few and far between. It\u2019s tempting to settle for the next person who can fake their way down the usual list of questions asked at a job interview <\/a>.<\/p>\n

Resist that temptation. Your perfect match is still out there. If you\u2019re being choosy, you\u2019ll want to look for someone with these eight key attributes.<\/p>\n

Unimpeachable Work Ethic<\/b><\/p>\n

This one is non-negotiable, no matter how desperate you are.
\nTalent and intelligence mean nothing without drive. Wouldn\u2019t you rather have someone who produces great work 100% of the time than someone who produces brilliant work 20% of the time?
\nUnreliable superstars aren\u2019t superstars at all. Their flashes of brilliance merely remind their colleagues and bosses what could have been. The rest of the time, they increase tension and upend timetables.<\/p>\n

For visibility into candidates\u2019 work ethics, or lack thereof, check with prior employers. Many will be happy to walk down memory lane, for better or worse.<\/p>\n

Faith in <\/b>Something <\/i><\/b><\/p>\n

There are many, many interview questions you should never ask <\/a>for legal or ethical reasons. A fair number of those involve religion and faith traditions. To be clear, you should never, ever ask a job candidate a question that even remotely suggests you\u2019re curious about their specific faith tradition. Candidates are sensitive to that line of questioning, and rightly so.<\/p>\n

But there\u2019s much to be said for preferring candidates who believe in something <\/a>. This belief doesn\u2019t have to be recognizably religious in nature. It doesn\u2019t even have to involve faith, in the sense that most would describe it. Belief in secular traditions, or systems of political organization, or even in the simple, unknowable beauty of the natural world \u2014 all are better than aimlessness or cynicism.<\/p>\n

Healthy Self-Confidence\u2026<\/b><\/p>\n

In and of itself, self-confidence is not a character flaw. Those with faith in their own abilities tend not to hesitate before embarking on ambitious, consequential projects.<\/p>\n

…That Never Turns the Corner to Arrogance<\/b><\/p>\n

Ambitious, consequential projects are fine. Properly channeled, an employee\u2019s desire to make a mark or leave a legacy can pay ongoing dividends for your organization.<\/p>\n

Risky, foolhardy projects are another matter. When you fail to recognize that an employee\u2019s self-confidence has verged into arrogance or myopia, you indirectly threaten the integrity of your entire organization. The damage depends on how much rope with which the rogue employee has to work. It\u2019s best to recognize the warning signs before things get that far.<\/p>\n

Willingness to Learn on the Job<\/b><\/p>\n

In a tight labor market, unimpeachable CVs are hard to come by.Look for employees with \u201chigh-potential\u201d CVs: an employment history, body of work, and reference cohort that suggests they\u2019re more than capable of learning new skills and competencies on the job. They\u2019re truly the best and brightest.<\/p>\n

Natural Curiosity<\/b><\/p>\n

You can\u2019t teach talent, they say. You can\u2019t teach curiosity, either. You have it or you don\u2019t. During the vetting process, ask questions and assign exercises that tease out candidates\u2019 curiosity. Speak with past employers about their inquisitive habits, such as they are. And don\u2019t assume that age is a proxy for incuriosity. Some of the most inquisitive minds around belong to those who\u2019ve been around the block.<\/p>\n

Global Vision<\/b><\/p>\n

We\u2019ve all experienced tunnel vision. Not the literal circumscription of our peripheral vision, of course, but the metaphysical feeling of boxing-in \u2014 of the inability, try as we might, to see the forest for the trees. You can\u2019t prevent a new hire from experiencing tunnel vision on occasion, but you can aim to hire employees who intuitively grasp the big picture. And once they\u2019re on the team, don\u2019t be shy about giving them more responsibility. After all, it\u2019s the big-picture people who typically float to the top while their peers toil in the tunnels.<\/p>\n

Effective Communication Skills<\/b><\/p>\n

Communication is essential in any workplace. At minimum, you want to hire people for whom you can honestly answer \u201cyes\u201d to each of these questions:<\/p>\n