Hire for Character: Why Credentials Aren't Everything
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Understanding the Importance of Character
In the realm of hiring, a contentious viewpoint often emerges: the belief that character should take precedence over mere credentials. While experience and education certainly hold value, they do not encompass the entirety of what makes someone suitable for a role.
Consider this: I would never hand over my car to someone lacking automotive experience, nor would I choose an unlicensed therapist for my mental health needs. Credentials certainly matter in specialized fields, but they are not the only indicators of success.
Experience is a key ingredient in becoming proficient in any discipline, and titles often reflect the level of expertise one has attained. However, I assert that character is the true differentiator in job performance, teamwork, and overall success.
Defining Character
Character embodies who you are at your core. It encompasses how others perceive you and what they say about you. It serves as your moral compass, guiding your actions and decisions.
Consider these questions: How do people describe you? Are you trustworthy with sensitive information? Do you communicate honestly? How do you handle criticism? How do you treat those with differing opinions? Are you a team player who fosters collaboration, or do you dominate discussions?
Over the years, I have observed numerous candidates who appeared exceptional on paper—boasting impressive resumes and extensive credentials. Yet, once hired, some of these individuals disrupted team dynamics and workplace harmony. Despite their qualifications, poor character led to lackluster performance and strained relationships.
Lessons from Experience
Here are ten insights I've gleaned regarding individuals with strong character:
- They take responsibility for their actions and do not make excuses.
- They view team achievements as collective wins and share accountability for failures.
- They lead by serving others, embodying the principle that great leaders prioritize service.
- They communicate with honesty and integrity.
- They provide constructive feedback, offering what is necessary rather than what is comfortable.
- They embody a 'can-do' attitude, willing to find solutions.
- They embrace feedback as a growth opportunity.
- They remain open-minded, valuing diverse perspectives.
- They act selflessly, prioritizing the greater good over personal gain.
- They contribute solutions rather than adding to the problem.
In my career, I've often witnessed individuals with less experience rise to leadership roles. This phenomenon is frequently attributed to their strong character. Conversely, highly qualified candidates with poor character can create discord, diverting attention from the team’s objectives.
The Character-Driven Hiring Process
When considering potential hires, prioritize character traits. Observe their communication style and how they interact during interviews. Only proceed with individuals who demonstrate the character traits that align with your team's values.
Time and again, I have been pleasantly surprised by those who excel in tasks and take initiative, often leading projects. Individuals with character persevere through challenges, while those lacking it may have initial success but ultimately falter.
This recurring pattern has shaped my high expectations and standards. I consciously choose not to engage with individuals exhibiting character flaws, understanding that character can evolve but is fundamentally inherent.
In summary, while credentials and experience carry significance, it is character that truly determines long-term success.
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