I’ve seen some very good teams struggle in my career because of one bad hire. If you’re responsible for building and leading a team, you must hire for fit. The success of your team depends on it.

Too often, people are hired based on interviews that ask about their skills, job history, and education. This is all good information to get an overall picture of a job candidate’s ability to do what you are hiring them to do. However, it doesn’t tell you how they will get along with their co-workers or if they have the same values as your company or department. It won’t even tell you if they are well suited to do their trained job. In other words, you won’t know if they are a “fit” unless you know what you’re looking for and ask the right questions to determine if they possess those qualities.

In my previous career in the automotive industry, I lead the training team for a large, national company. To support our employees, we had regional trainers located around the country. Developing our trainers required substantial time and, consequently, we had to ensure we hired the right people for the job. I created a list of five “must-have” qualities that each of our trainers possessed.

A servant’s heart

Some people may question why this would be at the top of the list of requirements. It’s pretty simple. As I looked back on all of the best teachers I had growing up, I realized that they all had a love of serving their students and wanting what was best for them. That was the culture of our department.

Subject matter expert

The only way to acquire true expertise in automotive dealerships is through hands-on experience. Our trainers were required to have a solid foundation so they could interact with students of all experience levels. To teach a subject well, a deep understanding is needed.

Be a student

Alvin Toffler, a well-known futurist, wrote, “The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.” The world changes, and we have to be willing to change with it. Someone who was stuck in their ways and refused to keep an open mind did not fit our team. It was also common for some individuals to come to a class with no automotive experience and offer insight from their background that provided a better method than ours for some aspect of our business. Our trainers needed to be willing to learn from their students. 

Ability to articulate concepts

Some people have a natural ability to explain ideas in ways that simplify. Employees who are beginning a new position frequently lack the jargon and experience to understand how to do their new job. A good trainer/teacher will be able to share information that clarifies their responsibilities in a way that is easily understood. Simple, clear, and concise explanations make the transition easier.

Self-motivated

Our trainers were located all across the country. There was no way I could oversee their daily activities, even if I wanted to. My goal was to develop team members who could operate at a high level with minimal supervision. As the leader, I created strategies to educate our employees in the dealerships. I relied on the training team to carry out those strategies.

I knew if I interviewed someone with these five talents and skills, our existing team could teach them how to be a good trainer. Because each trainer had their own personality, they were allowed freedom in their teaching style. Meeting the five “must-haves” created a team that worked very well together.

So that’s my experience. Have you ever identified the traits that your employees would all share to be a good fit for your business or your team? We used five, but that’s certainly not a magic number. Furthermore, each position may require different traits. Think of it like a football team. There are specific attributes that all players share, such as athleticism and work ethic. There are other requirements based on position, such as size for a lineman, speed for a receiver, and leg strength for a kicker. The team you work with is not different; each position requires certain traits.

If you want to improve the quality of your team, take the time to create the “must-haves” for each position. Be sure to focus on areas other than skill, experience, and education. Be open to reassessing if you’ve placed the correct people in the right jobs. To quote Jack Welch, former CEO of GE, when speaking about business, “When the rate of change on the outside is greater than the rate of change on the inside, the end is near.”

If you want more information about how I can help you with your business, contact me now and schedule a free consultation.