Are written qualifications really all that?

Hiring employees is an essential step to take when running a business. Employees are the ones who make or break a company; they determine the status and morale of a company. It can be as easy as a snap of the finger if you simply base your selection(s) on the piece of paper replete with past experiences, GPAs and college credentials. Is that, sufficient, however? Is the person standing in front of you with Straight As and has worked with world-renowned multi-million dollar companies going to work any better for you than the candidate with mediocre grades and experiences at a couple of local joints? The classic resume might not be able to guarantee you that.

Mr. Right does not exist

Just like how nobody has the same thumbprint, everyone possesses different qualities. Choosing the right person for the job should be dependent on which quality best suits the motto and believes of your company. Two extreme candidates would be: someone with vast experience and great qualifications but poor social skills, or the exact opposite – someone who lacks much professional qualification, but is a great people person with commendable communication and motivational skills. When it comes down to such a scenario, one must ask oneself, who would be a better asset to the team in the long run?

More often than not, you would be presented with candidates with a bit of both; one set of characteristics overpowering the other. It is close to impossible to find the perfect candidate. Hiring employees is a little like choosing a spouse – no one is perfect. Everyone is going to have their flaws, but it is whose qualities would be of a better asset to you that is key, and whose flaws can be accepted and possibly honed to a certain extend. Some skills are easier to train than others. If you think Mr. Right exists, think again.

Analyzing the possibilities

Communication and collaboration. These two actions are of sheer importance in the workplace if the intention is to work effectively and build respect amongst one another. Neither can exist without the other, though. Empty communication that leads to nowhere will not result in collaboration; In order for employees to collaborate, there needs to be open communication between everyone. Regardless of the field of work, it is highly likely that there will be decisions that have to be made as a product of team discussions, where employees will be expected to bounce ideas off one another. Essentially, the idea should be to work towards a common goal and have everyone share thoughts and ideas that can guide them towards that in the best possible way.

Keeping that in mind, let us not rule out the importance of professional experience. It is not common for someone to walk in with the all the right experiences and credentials you would be looking for. Character and attitude is far beyond a piece of paper, however. If their gestures and body language tell you that they are lone rangers, when your company has a very team oriented background, what do you do?

To let one like that go would be a bummer (lets call him Mr. X) – someone as intellectually inclined could be a key asset in your company. Get in touch with Mr. X’s strengths and help him overcome his weaknesses when it comes to dealing with others. Be inclusive. By doing this, you will not only you gain a deeper insight into the way he thinks, but you will also enable him to understand company values better, thus being able to contribute more towards the success of the company.

How the SDI can play its part

People behave and react to situations in certain ways based on what motivates them – what makes them tick. Getting an insight into your employees’ motivations will enable you to understand them better, exploring their strengths; getting them to utilize various strengths in suitable situations and thus developing results through relationships. By engaging the SDI, they will be assessed based on several questions regarding themselves, which will make going about the aforementioned much easier.

These assessments will reveal what you need to know about your employees, and what they need to know and understand about one another in order to garner better relationships. The SDI will give you a good perspective on their motivational value system as well as conflict sequence when faced with one.

When you are aware of what drives each individual, teaming them up so each group has a balance of various strengths will harness the greatest amount of efficiency. Teaming Mr. X up with suitable co-workers, for example, would allow him to feel at ease and within his comfort zone, thus putting him in the right mindset to do his best and put his lack of people skills aside.

In conclusion

Compromising is essential in certain situations. Needless to say, one party will always be let down in such cases. Fortunately, it does not always have to be the solution. When approached with prudence and the right means to solve difficult situations, anything is possible; that’s when the SDI becomes indispensable.