Our approach is contradictory to most conventional management wisdom, which suggests that hiring managers should focus on relevant skills and experience. But it is working for us. Our company has no shortage of talent because we've trained the people we bring in with care. Our employees are respectful of each other, and as a company we strive to be respectful of others as well. In a competitive $1 billion software market we are collegial — we list our competitors' offerings along with our own products on our Facebook page, and we applaud their successes along with our own.
Our hiring strategy has built a loyal base of employees during a time when the typical career path is to "keep the options open" and to be at least periodically shopping around. Our strategy will continue to be the right one for us. Perhaps it could work for other organizations as well. We look forward to your opinions and thoughts.
David K. Williams is the CEO of Fishbowl, which created inventory software. He is also a columnist for Harvard Business Review online and Forbes.
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And it's been said that college graduates can't find jobs. Are colleges graduates in America, bad hires?
With mandated standardized testing, aren't we turning out good hires?
Honesty didn't make the top 7 list. Does loyalty come before honesty? Either honesty is considered ancillary to one of the other traits or it isn't considered important in today's business plan.
Hi, Casual Observer - I am working with the author David Williams, and he's having trouble logging in right now to respond - but yes, honesty is inherent in this list as an element of trust - without honesty there can be no lasting trust, but More..