Conventional hiring practices have always favored outgoing employees who excel at group work.
These outdated ideals cut out brilliant candidates who would make exceptionally valuable employees. Think outside the box when you’re on the lookout for high-performing team members. That’s the only way to find the hidden talent that other employers so callously reject.
Job interview skills are not always the best indication of a great match for your company.
While they make up one-third of the population, many introverts with remarkable potential are passed over for extroverts with empty confidence and a knack for saying what interviewers want to hear.
Susan Cain, author of widely popular book, “Quiet : The Power of Introverts” says there’s extensive evidence that introverts make great employees. Solitary thinkers are more creative and better able to think for themselves.“[Introverts] tend to be motivated not by ego or a desire for the spotlight, but by dedication to their larger goal,” says Cain in her Scientific American interview, The Power of Introverts/A Manifesto for Quiet Brilliance.
Entrepreneurs can make excellent hires, depending on the job position you need to fill. An entrepreneur will stretch the limitations of their job description and recognize opportunities for growth and improvement. If you need an innovator with fresh ideas, an entrepreneur is a good fit.
But there are both pros and cons to hiring an entrepreneur. Entrepreneurs can become easily bored, and may only take a job position as a sidekick to their own projects and passions. If you can find someone who brings their entrepreneurial spirit with them instead of leaving it at home, you’ll unlock a great deal of potential.
TalentSmart‘s research study of over a million people found that 90% of top performers are skilled at managing their emotions in times of stress in order to remain calm and in control.
Calmness and the ability to handle stress go a long way in making an employee more successful at work. Everyone experiences stress, but a positive outlook can mean the difference between crumbling under it and flourishing.
A Northwestern University study showed that employers have a tendency to recruit individuals based on whether or not they would enjoy hanging out with them. While it makes sense to hire employees who would “fit in” with your company culture, choosing employees the way you would a new friend or romantic partner has its drawbacks.
The study showed that selecting new hires this way can result in a workplace full of too-similar viewpoints and little diversity. In addition, less affluent applicants rarely have the same hobbies and interests as potential employers, shutting them out of the system.
Don’t let the hiring process become a hunt for your new BFF. Chances are, your ideal friend would not be the best match for your company.
While an impressive employment history and powerful credentials are worth noting, you best choice could be someone who’s less experienced than your other candidates. Less-established employees have had less of a chance to develop bad habits and can bring a fresh perspective to your business.
David Williams, CEO of Fishbowl, elaborates on how his company thrives on underqualified hires in his Forbes post, The Case For Hiring ‘Under-Qualified’ Employees.
Williams describes a former Blimpee’s manager who had no experience with Quickbooks, though she was eager to learn. “She learned our system (eagerly) and made suggestions that within four days produced the most accurate financial reports in her area of stewardship our company has ever seen,” Williams reported. “Today she initiated a new process with our Controller that will cause our past due accounts receivable to diminish and possibly disappear.”
Take Your Time