When hiring any new employee you can ultimately place all of the criteria you are evaluating into the two major categories of character and competency. In the old days of the Industrial Age model of hiring the priority was given to job competency over personal character.
The process was started with a specific job description and then you would try to find a person with an educational and experience background that matched that job assignment. Their character was a factor but just not the main one.
In the new Information Age character has now clearly moved to the top of the list. Today you find the right person that will be a good fit for your team and over time you know they will find their right seat on the bus.
Jack Welch had three major things he was looking for at General Electric with all new executives. Two of these criteria related to character and only one to competency.
The first test was integrity because he wanted to know they would keep their word and tell the truth.
The second test was for intelligence because it takes smart people to compete in today’s complex global economy.
The third test was for personal maturity which means they can handle the stress and setbacks with equal parts of joy and humility.
The major reason for this significant shift in hiring priorities is that people now have to know how to work well in a highly participative environment. In this culture the mutual goals of the group are the target and not just personal success.
Everyone must have the mindset that what matters is that we succeed regardless of who gets the credit. Competency will always play a part in the hiring decision but today personal character clearly separates the winners from the losers.
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