Two of the most important ingredients to success in business are having the right talents in place who can do the job well and are ready to get the job done. This is because it is one thing to do a job well and another to be ready to do the job when it is needed and how it is needed.
Being that they form part of the most important ingredients to success in business, they also form part of the many things that pose the most challenge that businesses – whether small, medium or large – face. This is because it is easier to choose the right machines to get jobs done than to choose the right talents to get jobs done.
Big Companies and Corporations understand this and go out of their way to attract qualified candidates into their firms. They spend large amounts in their hiring process – adverts, public relations, interviews etc. – to woo the most qualified candidates in the job market. When they have attracted these qualified candidates, they set out large budgets to hire them into their teams and to ensure they stay within their firms.
This ability to easily attract and retain qualified candidates by the big firms is often considered disadvantageous to small businesses, who are then left to make do with whatever quality of talent they can find within the labour market.
A Client’s Frustration
Last year, while on a consultation call with a client, who is the owner of a medium-scale pharmacy in Enugu State, she expressed her frustrations at not being able to get what she referred to as the ‘top Pharmacy Graduates’ to come work in her outfit. While I empathized with her about her frustrations looking for her ideal talents in the labour market, after listening to her, I was able to understand where she could be getting it wrong in her search and hiring process.
Her definition of the right talents was largely based on academic qualifications than the ability and willingness to get the job done. And this is where I believe most businesses get it all wrong, including the big corporations. Their inability to differentiate between the right talents from the qualified talents.
What Do I Mean By The Right talent?
The right talent is one with the right attitude and skills that fit into an organization’s short and long-term needs. These needs could be different things for different companies but generally, the needs of businesses could be said to range from productivity and growth to leadership and culture. So, a candidate with the right attitude and the right skills that fit into the organization’s short and long-term needs is the one that could best be defined as the right candidate.
Qualified candidates on the other hand focus on the qualifications and skills that a candidate possesses. While qualifications are important, studies have shown that the right attitude trumps qualifications anytime, any day. These views have been expressed by top business leaders and coaches such as Simon Sinek who emphasizes in his books and teachings that businesses should not hire for skills but should hire for attitude. This is because skills can always be taught.
Examples of Right Attitudes To Look Out For
Below are some of the attitudes you should always look out for in individuals before you decide on hiring them
- Responsibility – The ability to accept ownership of projects, processes and results.
- Self-reliance – The ability to trust in one’s abilities to deliver on any given task.
- Positive thinking – The ability to always see light at the end of the tunnel.
- Integrity – The ability to conduct oneself admirably, holding on to worthy principles and values.
- Teamwork – The ability to work well with others without dampening the motivation of others.
- Decisiveness – The ability to act when needed.
- Empathy – The ability to move away from ‘here’ to ‘there’ and to step into another’s shoes.
Closing Thoughts
Getting it right in your hiring will not just help your business attain its growth goals but will also give you as a business owner, peace of mind. This is why I believe you should prioritize attitude over qualifications in your hiring process.