The Hiring Manager’s Dilemma

I recently saw a question on LinkedIn that I had to share. It is the question that has plagued HR professionals and hiring managers every time they post an opportunity!

The Question

This is the question that has sparked a rather long discussion on LinkedIn: Hire employees with the skills or behaviors? There is some debate on whether you hire the person because the right attitude for the company and you can train them to do the work. Or, hire those who already have the skills and orient them on the company culture. What do you do? And, would your answer change based on the level of the person being hired?

My Response

What a thought provoking question! This is a dilemma that continually plagues hiring managers. From a talent management perspective, I’d hire who ever will get the job done. This requires both skill and behavior.

First, is the corporate culture clearly defined? If not, it should be. Even from department to department, the culture will change. Make sure the the attributes you are looking for are worked into the job description. Remember, attributes can’t be taught! This will attract the right talent and make the hiring manager/HR person’s life easier from the get go.

Second, are the job responsibilities clearly defined? Make sure the opportunity is written for the right level of talent the company needs. Writing a job description for a VP is obviously different than writing one for middle management or early career level.

Third, is the initial selection process mapped out? Being able to sift through the hundreds (if not thousands of resumes) piling in for an opportunity. Look for the ones that go out of their way to reach the decision maker. These are the hungry ones who want the job. Plus, it shows their networking skills and resourcefulness.

Fourth, who will interview the candidates? Having the right questions asked by the right people is crucial in determining fit, skill and behavior wise. HR recruiters can normally handle the initial screening which will weed out the best talent. Interviewing with the team, individually or together, others they will work with and the department head is a targeted approach to zeroing in on the right person. Don’t forget to compare notes!

Your Thoughts

Hiring for skills or attributes will always ignite debate. I am interested to get more opinions! Post your thought or join the discussion on LinkedIn.