It is amazing how often we hear from employers these days about how there are millions of jobs available and they can not fill these positions. I will not get into the details about the overall problem with my introductory post into the topic, but this post addresses the question that plagues Hiring authorities everywhere. What kind of Employee does a company really need? Organizations need all-around good employees when often they have a short-sighted fixation on acquiring “the best” candidates based on perceived competency.
Employees typically complete on the order of three to four unique tasks. Some advanced jobs (like engineering) require even less. The best example of a field heavily geared towards specialization is computer programming. Building Software has two components, outlining the aesthetic aspects of software followed by the more challenging task of implementing functioning code. Employers hire someone who can complete the tasks and deliver a certain quality standard. When a customer purchases software it does not matter that the code is perfect script. All that matters is the software executes the expected task through an accessible interface with minimal error. Good code will suffice in comparison to great code. This is also true with employment. We will call this general employee competency.
Just as the tech consumer needs good software, employers need workers with good character to fill their rank and file. It is obvious no organization wants a misbehaving employee. Laziness, bad attitudes, dishonesty and illicit behavior are just the many of negative Qualities to avoid at all costs. I will argue that the majority of workforce does NOT have these undesired qualities and behave in an acceptable manner. It is very important for employees to display positive habits as punctuality, reliability, honesty, and a team player with a sense of mission. Employers should focus significantly concerning these qualities within employees and not leave it as an after thought.
This is important for the simple fact it opens up the number of candidates available. If hiring personnel search for only “the best” or “all-stars” this limits you potential hiring pool significantly. Only a few percent of the population is the best. It can get expensive quickly since they will demand high salaries and other benefits. If an opening is truly open to the outside, focus on a well-rounded candidate with high quality character and competency. In the end, this is what a hiring manager truly needs. Filling the position will be made relatively simple.
