Consider Both Competence and Character in Hiring and Promotion Decisions

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#32 Hire, Develop and Promote for Both Competence and Character That Connects

Most managers hire for competence but are not anywhere near as intentional about probing to understand a job applicant’s character.  Take time to identify your core values as a leader then ask questions that explore those values as you interview applicants.

For example, ask questions such as “In your past jobs, what work environments and types of work brought out the best in you?”, “In your past jobs, what work environments and types of work didn’t you like?” and/or “What prior work accomplishments are you most proud of?”.

Ask applicants to provide specific examples and stories.  Be sure to have multiple people on your team interview applicants then get the interviewers together to compare notes, reviewing each character value to see if together you can develop a view about the presence or absence of each value in the individual applicants.

This is the thirty-second post in our series entitled “100 Ways to Connect.” The series highlights language, attitudes and behaviors that help you connect with others. Although the language, attitudes and behaviors focus on application in the workplace, you will see that they also apply to your relationships at home and in the community.

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