"I wish I had 10 more people like you!". "The work isn't the problem, we can't find good people!". These are but a few of the popular refrains heard around today's HR departments, Board rooms and small businesses. The reality is that whether the company offers a product or a service, it's really all about the people.

So how do you find more people that will mirror the success of those who thrive in your organization? Who is a good person? Answering these questions first will not only streamline the process of finding them, it will greatly increase the likelihood they will be long term contributors to your team and culture.

I recently heard one HR executive share that they had missed the mark on a key hire. While there is no approach that will be 100%, the more you know about the "what" that works in the company and in the role you are seeking to fill, the easier it is to hone in on the who. Too often, whether it be through necessity or lack of information, we are left to sort through applicants for a position based on our definition of the roles and responsibilities and the candidates competency or perceived competency to perform these tasks. While competency is a significant factor in the process, it is but a component of a successful hire. If we were looking to buy a piece of machinery or equipment, we could stop at the competency level. We want the product that performs the functions we require at the most cost effective price. Alas, we are in the people business, and people have layers. For the purpose of hiring, I suggest that there are essentially three layers that must be considered.

The Three C's

Competency: Do they have the competencies required to do the job? If not 100% what % of the competencies do they have and can they develop the rest without disrupting their success in the role you are considering them for?

Character: Is their walk aligned with their talk. For example, if during one portion of the interview they tell you how important clients are and in another portion of the interview or in a subsequent interview do they share a story that illustrates otherwise?

Culture: Is our company culture one where they can thrive? Would our culture add value to their goals, and would their contributions add value to our culture? 

Once we have the elements of a good candidate defined, we can begin to establish some benchmarks that will assist us in the interviewing process. One of the stumbling blocks for many organizations is being able to clearly identify the competencies required to be successful in the role. That is where our Maxwell Method Benchmark and Interview Program provides you and your organization an easy, effective and efficient way of identifying the key success traits required to be successful. It is a game changer. Please take a moment to view the short video below.