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Can I Have a Job?

During my market research career I have indirectly or directly hired hundreds of people. In fact, I interviewed two people last week and they both asked me the same question:

“What are your hiring criteria?”

For most positions I narrow the choices down to three candidates and then rate each on 30 different criteria.

Listed below is a sample of eleven of them, in alphabetical order:

  1. AMA/MRA Experience — I like people who give something back to the industry. Also for me it shows that people have other interests and can handle their job and other things at the same time.
  2. Communication — Obviously important no matter how great the idea or thought is. If you can’t clearly communicate it, it doesn’t matter.
  3. Computer skills — In a technology world you need to embrace technology, not be afraid of it.
  4. Energy — People who tend to have high energy can help with morale—always a plus.
  5. History with me — This doesn’t mean you won’t get hired if I don’t know you, but it does mean I put a high value on people I know and trust. I also rely heavily on industry contacts—especially people in my inner circle. Their opinion is very, very important. Our industry is small, and chances are that one of my contacts knows the person I am interviewing. I use that to my advantage. I believe the more information you have on a person, the better off you are.
  6. Hungry — This can be subjective, but I believe there are some questions that can pull this out. Obviously if the person is in a new business development role, this is a “must have” to me.
  7. Long term potential — Nobody likes to hire for the short term. Reviewing their track record and understanding their goals in life can uncover a lot.
  8. Self starter — Companies of today need people who can take the ball and run with it. Go-getters.
  9. Team oriented — Most people can’t be successful if they are a lone wolf. Team players add to the morale of a company.
  10. Trainable – Since I believe I am an over achiever, I like people who are trainable. Some of my best hires are people who have a thirst for knowledge.
  11. Work with my management style – Very important. Nobody has time to micro manage people. I realize my management style isn’t for everyone. The real key is to hire the best people and put them in a position to be successful.

Hiring people is expensive; replacing people is very expensive. It is my hope that this list helps a little in the process.

I look forward to reading your comments and criteria.

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