Hiring: Do it the Steve Jobs way
(3) Future-minded. Employees at Apple are driven by their leader’s vision of the future and they contribute everyday to creating the future, more than just beating the competition. Each of them owns the future of the market because they know they can contribute to creating it. The eagerness to create, not follow the future is a vital attribute observed in top players, no matter the industry.
(4) Passion-minded. Steve Jobs’ first principle is: “Do what you love.” People are hired because they love the product, the company and its vision. Applicants who do not demonstrate a genuine passion and “love” for the company’s purposes and business philosophy will never make it.
(5) Contribution-minded. A statement given by an Apple recruiter is clear enough: “We didn’t want someone who desired to retire with a gold watch. We wanted entrepreneurs, demonstrated winners, high-energy contributors who defined their previous role in terms of what they contributed and not what they titles were.”
(6) Engagement-minded. Over two thirds of Americans are not engaged in their workplace. Apple management is strict on employees’ level of commitment. Committed individuals who are inspired by a grand purpose make the whole difference in the most competitive conditions.
(7) Excellence-minded. Steve Jobs was known for his passion of perfection. The company always tries things out until they are perfectly done. The same attitude is expected of every collaborator. Applicants who do not share that passion for excellence do not have a chance.
Other Critical Attributes to Evaluate
You will notice that these 7 points enforced in the Apple’s personnel selection are all personality-related attributes, also called soft skills. They do not always guarantee performance. But the chance of selecting productive people is at least 200% higher when focusing on these vital soft skills. It is very well known that recruiters who focus on soft skills in their personnel selection process are, on average, 50 percent more effective in selecting top players.
So, in order to avoid falling in the momentary personality trap – as the hiring manager in the above example did, you should also focus on the following two basic soft skills:
Honesty. Did you know that one third of all business failures in the USA are due to employee theft? Also, 95 percent of all US companies are victims of theft and yet only 10 percent ever discover it. So this is definitely a crucial criterion to evaluate. Everybody recognizes the importance of honesty so it would make sense to evaluate it PRIOR to evaluating any other soft skill, wouldn’t it?