6/9/2010
Read MoreTo Hire Me, What Is The CEO Looking For? How Can I Use His Criteria To Get The Job?
I have had the fortunate position of hiring people in companies I've led, and working with CEO's and their critical hires. What were the key hiring factors?Some are obvious. Others are recognized. A few are extremely compelling to know and be as an applicant!
- These people had, and I assume you reading this, have the following baseline qualifications to be a legitimate candidate for the job: appropriate amount, type, and performance in education, work experience, and interesting background positives.
- No, what I am talking about are those great candidates that had this foundation but brought much more. It is many of these special ones that caught our attention. And many of these went on to be the senior leaders of these companies today! Here are those special attributes:
1. Leadership Qualities/Background:
Some led in student government, others in clubs, others in sports teams. Some led in the military, or in community services. Some had great work leadership jobs and references. By leadership qualities, I mean they naturally induce followership amongst others. They like leading, filling vacuums, doing the right thing, taking chances for the better. Leadership is definitely an "X" factor, borne out by background materials and the interview -- a very big separator!
2. Creative/Inquisitive:
These people are constantly seeking and trying new and better ways to do things, to make anything, and activity, product, or service better. This is not simply a desire, but a burning drive to raise the bar, that excellence is relative. These people find better ways no matter where they are placed in the organization. They are literal value-producers. Their careers often morph to constantly increasing and changing responsibilities that tap their creative and adaptable capacities. They are dream long-term players for that reason. That is their "X" factor.
3. Cultural Magic:
These are just wonderful, positive people. They are optimistic not in la-la land but in looking for the best in colleagues, the best solutions to problems and conflicts among people. They not only have high integrity of character, but are dependable, reliable, trustworthy, respected. They become the heart of your company, a pattern for others to follow. They exemplify the work ethic, the unselfish, loyal, dedicated team play, the resourcefulness, the customer focus that may be the core values of the company. These people may not be magical leaders or creative catalysts, but they are cultural heaven. That is a third "X" Factor -- I'll hire them if any way possible.
4. The Brilliant Mind:
It never hurts to have an unmitigated great mind in your midst, with a super-big caveat: they need to have the same kinds of cultural traits, tendencies, and appreciation for the traits the other 3 "X" Factors above have. These people are blessed with brains and that are easy to do business see things from more angles, more nuances, more insights and variants. They have the capacity to take in and digest the entire market, strategy, and business scene. These people are rare -- the ones easy to do business with that are not ego-centric head cases. These kinds of smart analyst ones have their own absolute "X" Factor.
