If you secretly want a doppelganger working for you, you’re not alone. It’s a desire many managers and business owners have privately shared with me. What they really want, more than anything else, is someone who:
- has the same values that they have
- can make decisions like they would
- take action when they would have
What would your life be like if your clones did your work for you?
In all likelihood, you’d be able to sleep better at night. You’d be less stressed out. Why? Because you’ve got people you can count on to run the show the way you would.
Sounds impossible? Well, what if you could hire dependable employees who would produce the same level of results you hold yourself to?
At the end of the day, what matters most is hiring someone you can trust. But you don’t guarantee that by listing “trustworthy” as a necessary skill in a job posting.
So what do you put in a job posting to attract the right candidates? Minimally, you want to include the following:
- Minimum required skills (many managers stop here, but if you want to hire an ideal employee, there are more criteria to fulfill)
- Openness toward learning and growing in their position
- Attitude that matches the organization’s values
Now, beyond this basic stuff, what you really want to do is identify the kind of energy you want to bring to your organization.
Think about it this way. Each employee brings energy to his work. There’s energy that’s more effective, and energy that’s less effective. What kind of energy could they bring that would enable you to sleep better at night?
Here are some questions for you to explore:
- Are you expecting that they bring an abundance of enthusiasm to the team?
- Do you prefer someone who is a self-starter?
- How do you want them to respond to challenges?
- Do you need someone creative or someone who works best following strict guidelines?
- Do you value innovation in this specific position?
- How important is their attention to detail?
- Do you need someone who you can bounce ideas off of?
- Are you expecting this person to speak with ease to customers, colleagues, or vendors?
When you sift through resumes, you won’t be able to assess any of the points above. You’ll only be able to identify relevant experience and skills. An interview, on the other hand, can give you a glimpse of someone at their best.
Ultimately, you want to identify whether a candidate’s energy and attitude amplifies your values in the workplace.
And when that gets done properly, the result is hiring someone who you are more likely to trust…and who gets stuff done the way you really want it.
What are the characteristics of your ideal employee?