Several years ago, I was hired at a technology start-up as the Manager of Recruitment. The company had no internal hiring process in place other than listing a job on Craigslist and conducting an interview or two. I was hired to create and establish a recruiting department that could hire 110 people within the eleven coming months. It was ambitious, to say the least. Especially given that there was no real capital behind the organization — this, I didn’t know until several months in.
I discovered the lack of available funds when the phone company came out to collect money, in person – or they were going to shut off services to our growing and phone-needy company. This was the can of worms, the snowball, Pandora’s box…, the cat trying to get out of the proverbial bag. I was hired by a CEO that professed ethics at every corner, that insisted ethics training was a must, that haunted our halls with biblical quotes and acts of goodness. His ruse was sadly, but thankfully discovered before too many others were hurt or lost too much more money.
I look back on this experience with appreciation, for I learned to question and not just take things at face-value, I also learned to listen to and then follow my gut. I have often thought about the hiring the I did, the fifty-four souls I lured into taking positions as grandiose as a VP of Finance and as modest as an admin assistant or as complicated as an organic chemist and as simple as a lab assistant hired to clean up spills and watch the time. I can remember wishing that I could hire a new CEO, one to replace the shyster inhabiting the corner office – the one who didn’t pay our state income taxes but certainly deducted them from our pay. A practice that was not discovered until several employees were laid off but unable to collect unemployment because the state had no record of them paying those taxes.
A successful and visionary CEO requires not only ability to manage and motivate, but also intelligence and experience in business and its ways, and a clear-cut character – one that has the courage to do what is right, to uphold ethical and judicial laws. Should these desirable characteristics be a trade-off in order to hire someone with hard-core business competence? Should character-less leaders be tolerated because they can supposedly lead an organization to financial success?
Interestingly enough, this same CEO, a leader to whom at one point I looked up, also sat me down during a frustrating hire, “Rayanne, I want us to hire for character – I can teach anyone a skill – you cannot teach character.” Apparently, in his case, you can’t learn it either. And while this particular CEO proved the point by his own actions, he also proved the statement. Hire for character.
Warren Buffet has hired his share of employees and has done very well for himself. He stated, “In looking for people to hire, look for three qualities: integrity, intelligence, and energy. But if you don’t have the first, the other two will kill you.” Great advice, I think I’ll take it.
Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology. She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs. Connect with her on LinkedIn.
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This post raises up some great points. I believe that I have those three qualities mentioned but I am still not getting interviews. How does one specifically demonstrate integrity, intelligence, and energy in a job application?
This is a serious issue for many job seekers today. I am not sure that I can provide an answer that will satisfy you, as you may already be doing these things – but being a recruiter, these stand out for me..,.
1. Indicate on your resume that you have these three qualities – either by adding an instance that would demonstrate this under your most recent job or project (could even be a school-based project.)
2. Include a letter of recommendation with your cover letter from a previous colleague or supervisor that attests to your possession of these qualities.
3. If you get an interview, show your intelligence (having done your homework) with a strong understanding of the position and company – do online research, make some calls to contacts that may have valuable insight.
4. Have your resume reviewed by a recruiter and several friends who will give you critical feedback – maybe there is something key missing or misrepresented.
5. A good recruiter will be able to ascertain within 10-15 seconds of opening your resume or application whether or not you will get the call, make something stand out at the top of the resume or the first paragraph of your cover letter.
6. Be careful the cliche buzz words of the day - thought leader, expert, guru, etc. – these are an instant turn-off to most recruiters and most recruiters will stop reading and dismiss your application / resume.
7. When offered an interview – do anything necessary (rearrange your life if you have to) to take the first interview (phone or face-to-face) time offered – show your interest in the position.
8. ASK questions, too many candidates are not prepared to ask questions, again, show your interest in the company.
9. Do NOT go around the recruiter – this is a bridge-burning tactic. Not desirable. If the company advertises on line and has an online application process, a recrutier will not appreciate a resume being sent to the CEO (neither will the CEO) or a resume and cover letter being hand-delivered or snail-mailed, it is NOW a digital world – paper is out.
10. Make sure ALL your online profiles testify to these desirable qualities. Most recruiters will Google your name before they even pick up the phone to call you. If you do not have a LinkedIn profile, get one. It is a great place to show these qualities, get recommendations – even from past teachers or colleagues.
11. If at all possible, get a referral from a current employee. This is the still BEST way to get into an organization.
Hope these help – if I think of any others, I post here. *Maybe another, blog, eh?
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