How to Determine if your Employees can be Outstanding

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Recently I read a blog post titled “9 traits that make great employees outstanding!”  The nine traits according to the writer are as follows (for a detailed explanation of each check out the article):

  • A little bit “off”
  • Know when to reel it in
  • Ignore job descriptions
  • Eager to prove others wrong
  • Praise in public
  • Complain in private
  • Ask questions for others
  • Start work on time
  • Tinker

What you may notice about these nine traits even without the author’s descriptions is that not one concerns an employee’s work experience or skill set.  No where do you see posssession of a degree from an Ivy League college, or even a degree at all.  Exceptional computer skills or twenty years of work experience is not present either.  While a college education, deep computer skills and extensive experience are a plus, none of them make for an outstanding employee, a great employee or even a good employee.

The “outstanding” traits listed above are behavioral and can’t be determined by reading a candidate’s work history on their resume.  They have to be discovered during the interview process but even skilled interviewers can’t assess a candidate’s personality properly with a series of canned questions.  Or worse, with a series of random questions.

The best way to determine if your candidate is a bit “off”, if they have the selflessness to praise others or if they know when to “reel it in” is to evaluate them with a behavioral assessment.  Behavioral assessments not only provide a great snapshot of the candidate’s
personality, most provide questions for the hiring manager to ask during the interview.  These questions will help you determine if the Harvard graduate sitting across from you likes to air their grievances in public or whether they choose to vent in private.

Ryder Cullison

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4 responses to How to Determine if your Employees can be Outstanding

  1. Mila

    Jeff, we definitely are rlbionspsee. Yet so many people want to point a finger away from themselves and assign blame. Donna, we struggle with it every day. New days, new challenges. Perfecting it takes a commitment that a lot do not wish to make. What can WE do about that?

    • Gisele

      Alan, great advice, and great job with the role plays. With semmtieos vague (and often conflicting)comments from the clients, you showed how a pro handles the conversation.Your comments following each role play were also very helpful.

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