Want Success? 5 Traits You Should Hire For.

Posted by Jim ShedivycloseAuthor: Jim Shedivy Name: Jim Shedivy
Email: jim@redmoonsolutions.com
Site: http://blog.redmoonsolutions.com
About: Jim focuses on the long term strategy and the alliance opportunities for Red Moon Solutions, a privately held family business. He has over twenty years of experience in managing tax technology projects and businesses.See Authors Posts (10) on Aug 24, 2010 | 0 comments

I’m currently looking to fill a few positions here at Red Moon Solutions, as well one of my volunteer organizations. Throughout this process, I am consistently reminded of all the positions for which I have hired before.  It seems that it did not matter whether I was adding to a staff of 8,000+ or to a staff of eight, it was just as important to “fill it right”.  Similarly, whether I was seeking a person to fill a C-level position or a staff level position, it was critical to find someone who best exhibited the skills needed, but also one who carried with them a toolbox of special traits. As I go through this process, I must always remind myself of these traits, knowing they will only add to the success of the organization. I’m sharing my traits with you; use them in your hiring process, or create your own list: 

Motivation
Employees need the “Yougottawanna” mantra.  They need to want to meet the responsibilities of the role, want to serve clients (and understand their role in doing so), and want to be here!  As Woody Allen said, “80% of success is just showing up”.  The same goes for current employees. If they don’t want to be here…do everyone a favor—don’t be here.

Integrity
Trust, honesty, Ethics, Morals—a lot is contained in this simple, meaningful and powerful word.  Whether it is being truthful to the client, honest with project status or internal finance, one small infraction can lead to a tumble of the greatest proportions.

Continuous Improvement
While we seek a continuous improvement culture for our organization, I think it is also key to seek those people who exhibit a sense of desire to personally continuously improve, as well.  It seems obvious to me that it would be hard to improve your organization if your employees were not trying to do the same for themselves.  But…how do you ascertain if this is a trait an interviewee has? One question to ask is “How do you want to grow and how do your interests align with the role being offered?”

Service
I realize peoples’ lives are fuller than ever, but a lot can be said for those that make time to look outside their own needs to help serve others (internally or externally).  I think this parlays into the workforce in several ways: servicing others outside the workplace exhibits a drive to serve within the workplace, as well.

Leadership
Whether a candidate will be in a direct leadership role or not, I think it is key to know how they lead. What do they do when leading others?  When working to serve others?  Professionally?  In their personal life?  Not only do a person’s leadership traits show their true selves, there is much to be learned from the ways a person likes to be led, as well. Leadership preferences truly get to the heart of a person’s “work personality”.

Do these traits reflect what you hire?  What traits am I missing that you seek?  What have you learned in hiring over the years?  What is different for you now? Let me know in the comments!