Qualities vs. Qualifications: Do You Have the Right People in the Right Seats?

As we enter the post-planning hiring season, it's critically important to make the right choices when bringing new employees on board. This period also offers an opportunity to reflect on the dedication of our current team members. Are they genuinely passionate about contributing to the success of our company, or are they primarily driven by their paycheck? 

Eric Gerdes, Founding Partner at Endurium, shares this vital perspective: "A crucial aspect often overlooked by business leaders is ensuring the right people are in the right roles, fully aligned with the company’s vision and core values. We frequently encounter this issue with new clients. No matter how robust your strategy and processes are, they will fall short without the right individuals in place to execute them effectively."

Consider the following situations where otherwise good people might be found in the wrong roles: 

• Situation: An employee with strong analytical skills is placed in a creative role.  
• Impact: They may struggle to meet expectations and feel frustrated, leading to decreased job satisfaction and productivity. 

• Situation: A highly motivated, commissioned salesperson is hired for an order-taking, relationship caretaker role. 

• Impact: Their enthusiasm and drive may wane, resulting in lower performance, disengagement, and potentially seeking their happiness elsewhere. 

• Situation: A collaborative team player is placed in a highly competitive, individual contributor environment. 

• Impact: They may feel isolated and stressed, which can affect their self-esteem and job performance. 

• Situation: An employee is promoted to a managerial position without adequate training or experience.  

• Impact: They may struggle with leadership responsibilities, causing team inefficiencies and potential conflicts. 

The key to avoiding these problematic cases starts with the hiring process and extends through employee orientation and onboarding.  

As employers, adopting a 'measure twice, cut once' approach to hiring is essential. This doesn't mean subjecting candidates to seemingly endless interviews in the hope that someone will spot a potential issue. Instead, consider these strategies to proactively address potential problems before they arise. 

1.  Behavioral Profiles:  Many of these situations can be alleviated by employing behavioral or personality profile tools to evaluate potential candidates early in the hiring process. Many firms rely on them to the point that they will not proceed past the test results if the profile is not a good match for the role.  

2. Cultural Fit:  Ensure that new hires align with the company culture and values to foster a supportive and cohesive work environment. In the interview, ask questions such as: 

• “What type of work environment do you thrive in?” 

• “What values are most important to you in a workplace?” 

• “How do you prefer to receive feedback?” 

• “What motivates you to do your best work?” 

• “How do you handle conflicts with colleagues?” 

3. Peer Mentor:  Designate a peer mentor to conduct regular check-ins and coaching as well as ensuring that the mentee is progressing along a defined learning and development path. This individual should be respected among their peers and management and demonstrate a high level of professionalism and proficiency in their work.  

4. Professional Development:  Offer training and development opportunities to help employees grow into roles that better suit their strengths. For first-time managerial cases, set expectations that a management role will require new skills they will need to develop to be effective in the role.   

5. Open Communication: Encourage employees to voice their career aspirations and any concerns about their current roles.  In some cases, the solution may involve transitioning an employee to a role that better aligns with their strengths. This approach is not about relocating underperformers, but rather about ensuring a valuable employee finds the right fit

If the only solution to finding the right people for the right roles is to look outside the firm, your search process should include an assessment of candidate qualities as well as their qualifications. 

The following questions can help you determine whether the candidate possesses the right stuff to make it in your company. 

Drive 

• This question helps assess the candidate's ambition and determination. 

• This reveals their willingness to put in extra effort and their motivation to excel. 

Inquisitiveness 

• This question gauges their curiosity and ability to adapt to new information. 

• This shows their proactive approach to learning and their interests outside of work. 

Work Ethic 

• This helps understand their time management skills and dedication to meeting deadlines. 

• This question assesses their perseverance and commitment to seeing tasks through to completion. 

Combination Questions 

• This question can reveal drive, inquisitiveness, and work ethic all at once. 

• This shows their drive to stay informed, their inquisitiveness, and how they apply their knowledge to their work. 

These questions should spark your thinking about similar questions that help you find the kind of employee you want in your company for the long haul. They will not only help uncover key attributes but also provide insight into the candidate's problem-solving abilities, resilience, and continuous improvement mindset.  

Endurium recognizes the vital role an effective people process plays in your company's success. We provide hands-on guidance and tools to ensure your company hires the right people and transforms them into long-term assets. Together with strong leadership and a solid strategy, the sky's the limit!