A Critical Attribute to Look For When Hiring


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When taking into account all available input, I’ve found that one factor rises to the top as a strong signal of a candidate’s suitability.

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  • @WesleyEtheridgeSr: The non-curious person seldom sees a better way to do things.
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  • Interesting, and I concur whole heartedly. Critical thinkers get high by contemplating new methods or ideas to accomplish a task or mission in the most efficient and cost effective manner. The very challenge of allowing him or her opportunities to develop or create excites and promotes personnel growth of which he or she appreciates values and understands. These individuals are cognizant that their very reputation shall be forever cemented in the success of the project he or she has successfully completed. Legendary branding and reputations are built by the curious at a much more rapid pace than the safe individual who waits to be called upon to do something (does it just the way he or she was told) even though they knew it may be a better, more cost efficient and expeditious way to accomplish a task or complete a project. The bottom line is it all comes back to leadership and management , are you a high risk high reward type leader or a conservative, do as I say, not as I do type of leader. When one speaks of direct reflection, there is your answer.

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A Critical Attribute to Look For When Hiring

  1. 1. A Critical Attribute to Look For When HiringBy: Alan Walsh, Owner, Huntington Consultancywww.huntingtonconsultancy.cominfo@huntingtonconsultancy.com(714) 465-2749I’ve hired a lot of people in my career. My successrate has improved substantially over time.There’s much to be said for learning and seasoning from experience.Of course one must evaluate the candidate’s specific skill & talent sets, and backgroundchecks will sometimes (not always) reveal useful information, but then we get down to thequalitative factors – those elements of a candidate’s makeup that signal a likely winner.Much has been written about this, and employers look for many different things.Interviewers ask a variety of questions to draw people out. Tests abound for the samepurpose. But over the years, when taking into account all available input, I’ve found thatone factor rises to the top as a strong signal of a candidate’s suitability.For me, a candidate’s CURIOSITY has been a very telling personal attribute which hasserved me well in separating the “wheat from the stalks”.I always look for people who are naturally curious. A wonderful set of traits usually comesalong as a package deal.Many humans aren’t very curious. They move through their lives in a rather mechanicalmanner, doing the things required to survive and not spending a great deal of timeobserving or assessing the world around them. Their work tends to reflect this posture.
  2. 2. Then, there are the curious. It seems to be built into their DNA. They’re forever lookingaround and questioning the world they observe. It seems to be so ingrained in them thatthey’re not even aware of their differentiation from the rest of humanity. It’s not thatthey’re cynical and forever challenging the world. On the contrary, they tend to be verypositive and eager to learn. The curious are alert, attentive, and observant. They think for themselves, and accept little at face value. They’re self-confident and independent; which is not to say that they’re poor social fits. That has nothing to do with it. Because of their eagerness to learn, they’reusually brighter and more knowledgeable than their less curious peers. Their work reflects a tendency to select the paths and methodologies that make the most sense and produce the best results. They tend to communicate along clear, rational lines. They find weaknesses and fix them. They identify opportunities others can’t see. They usually require less motivation or direction than their peers. They want to expand their minds and grow. They tend to be fun and interesting to be around.There are exceptions to any situation, and certainly not all curious people possess thisentire kit-bag of personal attributes; but the trend has been so strong in my hiringexperience that it stands out as my most reliable single qualitative measure.Of course, I’m not referring to those who are forever annoyingly asking “Why”, like a two-year old. Those people just have maturity issues and should be avoided.When I think of the quintessential curious person, I think of Michelangelo. He was raised inthe home of a minor bureaucrat of no particular note, and he spent most of his life living onthe financial & political edge at the fickle mercies of the Church, and yet his curiosity ledhim in directions that culminated in his being recognized along with Leonardo Da Vinci as aconsummate Renaissance man; with accomplishments that span the ages.We can’t all rise to the level of Michelangelo, but I’ve observed that the curious tend to havethe same “fire in their bellies” that drove him. They tend to surprise pleasantly.The curious don’t fit in everywhere. Many entrenched bureaucrats want “drones”, andconsider the curious to be annoying or threatening. I’m not one of those managers.Ofcourse, the curious find such bureaucracies choking, and usually don’t stay for very long.If you’re a hiring manager who shares my vision of what constitutes a valuableemployee, I highly recommend that you include a “curiosity assessment” in yourportfolio of interviewing tools. You won’t be sorry.