We’ve heard all about the general characteristics of top employees: quick learner, relationship builder, ability to multitask, intellectually curious. Companies, however, frequently fail to hire these people because they make personnel decisions based on academic degrees or former titles. In fact, candidates often have to do things that might feel a little odd to help employers understand who they are and how they work.
Rewiring the hiring process to focus on a person’s character requires companies to know which attributes are critical for the position in question. For example, a creative problem-solver with a knack for building consensus might make for an effective product manager. But you wouldn’t necessarily hire that same person for a risk management position.