Three Ps [In A Pod]
Successful organizations thrive by their talents [people], and it’s mostly a losing battle because so many hiring decisions are simply… bad. Over the years, pundits and experts offer up many theories and philosophies on how to recruit, and then retain, superior personnel. It really comes down to just three things — Proficiency, Passion and Personality. That’s the secret. No more. No less. Interviews, tests and profiles are but the tools to establish how a candidate measure up under each areas.
Proficiency isn’t just technical know-how. It’s also about abilities to lead, the capacity to manage and the resourcefulness when solving problems. It’s all of that, and surprisingly, being proficient is not necessarily being successful in the past or having performed the [same] task already. It’s about the “Can Do.”
Passion comes after Proficiency, because despite the best of intentions, without the accompanying skill set, all the drive and desire won’t translate to accomplishment. However, without passion, it is impossible to work hard and more importantly, work smart. There must be a fire burning for the engines to run, to excel and to achieve. It is passion that will directly translate to enjoyment of the job.
Finally, Personality. This isn’t cubicle decorations or dress code or taste in music. It’s all of it and more. Individuals who are smart and passionate, but are toxic to the team helps no one. It doesn’t matter if it’s a superior, a peer or an underlining, ill-fiting pieces lead to incohesive team and worse, assured inefficiency. The last requirement for candidacy comes down to the very simple — playing well with others. And that, is all about the different personalities.
I’ve been formulating the 3 P’s for a while now. And with my current endeavors, I’ve the opportunity to see some regular occurences across different companies and interviewers. The right fit, across both side of the desk, will come down to a company and I matching our Ps.