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:
- 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.
- Communication — Obviously important no matter how great the idea or thought is. If you can’t clearly communicate it, it doesn’t matter.
- Computer skills — In a technology world you need to embrace technology, not be afraid of it.
- Energy — People who tend to have high energy can help with morale—always a plus.
- 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.
- 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.
- 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.
- Self starter — Companies of today need people who can take the ball and run with it. Go-getters.
- Team oriented — Most people can’t be successful if they are a lone wolf. Team players add to the morale of a company.
- 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.
- 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.
Stephenie Gordon says:
As a supplier we tend to hire for entry level positions. I have found that restaurant staff are the most productive people on the planet. They have the ability to multi-task; they are use to working long, crazy hours, and most importantly they know that the customer is always right.
You can teach market research, but you can’t teach work ethic and drive. For everyone that runs a focus group facility, take my word for it; if you come across a resume that contains 1 to 2 years restaurant experience, interview them. You will see that they have tons of energy and understands the demands of a fast paced job. Every one of my great managers did their time with a tray in hand.
Christine Farber-Cook says:
I use every one of these everytime I hire. Additionally, if you have a planner out and take notes during the interview and have good questions this is a real plus.
Deb Forte says:
Hello Merrill great blog I must say I fit all of your criteria. I look for the same when I am recuiting for my own business. Much success to you all. These are great criteria. Thanks for sharing. Deb Forte
Ajit John says:
This is highly informative to me. As a potential employee, I consider team work, self starter, energy, communication and trainable most important qualities in any employee irrespective of the job I apply. All the other qualities are important to me except for “hungry” which I was not able to understand completely and feel is slightly less important at an entry level stage. I know that this is a quality that I need to have after I worked for a few years in a firm and gained enough experience and knowledge to take initiatives for the benefit of the firm. This is purely my opinion and I might be completely wrong as I have no substantial experience in hiring.
Sergio Botero says:
I am completing my master in Marketing Research at UTA and I have found the list that Mr. Dubrow wrote very informative. One question that I would like somebody to answer is how they assess those qualities in the interview or in some of the many things that compose the application (resume,etc)