Traits to hire for more than any skill set

By Tyler Bray, CEO, Owner and Founder of The Trailer Parts Outlet< em>.

Many job descriptions boil down to a set of clichés about a “fast-paced environment” or “highly competitive culture,” followed by a bulleted list of required skills. But I've found that my most successful hires are actually geared toward other traits. Basically, as a business leader, I consider it my duty to manage my team's energy and culture very carefully. Every hire I make will add to or subtract from that energy.

I created a strategy to create better long-term results with the people I hire. While I admit these traits are less quantifiable than some would like, I believe you get the best results when you research them. I'll even include my favorite strategy for how to determine if a candidate has these traits, and the story of a time I used that strategy.

Remember that you can teach someone any skill they need. The traits I'm about to describe fall into the "you either have it or you don't have it" category.

Recruit based on these characteristics for long-term success:

• Worth the ethics

You need empowered people. If someone needs constant guidance, that's OK, but only at the beginning. As a leader, you need to build a team with an “aim and shoot” dynamic. You point, they shoot and everyone wins.

• Passion

Nothing prevents burnout better than passion. As I said earlier, this is one of the intangibles. You have to detect it with your instinct rather than with a questionnaire to fill out.

• Alignment

I've published entire articles on alignment, so I'm going to keep it as simple as possible this time around. You figure out how to take the fuel from what your teammate wants and inject it into your business so that the teammate and the business win together. Anyone want more freedom? Silver? New skills? Your business also needs these things. Align these goals for best results.

• Cultural compatibility

Again, hard to quantify. Think of your candidate in the context of all the other team members, rather than as an isolated figure. This should clarify your decision.

• Happiness: they want to be here

We all realize how much we spend our lives at work. Happiness is so important when you think about it.

How to determine if your candidate has the right traits

I've gotten into the habit of asking people to write a one-page essay describing their dream job. I tell them to bring as much life and color to that vision as possible. I had a candidate that I hired as an assistant. When she wrote her essay, she described creating her own clothing brand. In fact, the essay was so clarifying to her that she actually broke up and went to live it. How did I feel about this? Absolutely delighted. Because I know a more aligned candidate is out there, and I really love seeing people live the life of their dreams or at least give it an honest shot.

In summary, ask your candidates what they want. If he wants apples, offer him apples, not oranges. If you can only offer oranges, don't try to insert the wrong key into the lock. Find people who love oranges. Your company will benefit from a dynamic with less turnover and better cultural cohesion. Happy employees simply work more efficiently and share their happiness with your customers.