5 Key Traits We Should Look for When Hiring, but Probably Don’t
The perils of bias and vague job descriptions
Job interviews are like dating, neither party quite knows the other’s expectations and often they’re projecting their own hopes onto somebody else. A lot comes down to ease of conversation and a mysterious chemistry. Like the literature surrounding romantic relationships, the advice around hiring is filled with generalities and is fully aware of the power of personal preference. However, having vaguely defined criteria can be hugely detrimental. McKinsey & Co report that 87% of executives feel there is a skills gap in their organisation.
Like most relationships, what you think you want and what you actually want can be very different things. If I expressed the same preference for men called John as corporate boardrooms, where they outnumbered women 2:1 for many years, I may be told my type was too narrow. It is not just that we consciously or subconsciously hire people who resemble us, but the traits that serve you well in interview do not necessarily translate into a good hire. Having been the interviewer and the interviewee, this is what I’ve learnt is important when looking for someone to spend my days with:
