Above all else the character of a person is the most important qualification in hiring someone to fill any job. I believe that character comes first....no matter what position you are looking to fill.

Character traits are habitual and part of our nature. They show us how a person will work and carry out their responsibilities in their job and with the team. It is efficient and effective to hire people who already have these traits within them rather than trying to change them.

I'm suggesting good character traits such as honesty, competence, resilience, persevering, fair minded, cooperative, and many other positive traits that you need in an employee. Spend some time to identify and prioritize the top three to five traits you think are essential to your organization. Once you have your list of traits you can focus on them to find proof that they exist (or not) in your job candidates.

The one trait that is, in my opinion, an absolute is honesty.

Trust the information the candidate gives in his/her resume and interview ...... then verify it. Phone calls to past employers and references are necessary and multiple interviews using one or two other interviewers besides yourself are helpful. Do not skip this step of verification! Most poor hires are the result of failing to complete thorough background checks.

Another point to remember, like my Dad used to say, " talk is cheap...deeds are golden."

A record of accomplishment.

Not work history. Not education. Not professional associations. Not connections (unless you are a politician).

It doesn't have to be outstanding or unique. Just complete, finished work that shows the candidate has accomplished something in their field of work. It is surprising how many managers have been conned by people who spend all their interview talking about what they will do...rather than telling about what they have done. Then later the manager finds that the new hire can't perform...they lack experience in a job that requires proven ability.

Richard was a Quality Assurance manager in a chemical lab. He hired a Chemical Technician, Dave, with an Associates Degree to do diagnostic testing. Under the pressure of time constraints he decided to accept Dave's resume, application and interview without further verification of Dave's technical qualifications.

Big mistake.

Three weeks into the job, Dave, mishandled storing a dangerous chemical which endangered the lives of himself and several technicians who were working in the laboratory. Emergency procedures were initiated which included evacuation of the building, hazmat cleanup and medical evaluations for all personnel taking place over several hours. Luckily no one was harmed by toxic fumes or contact with the chemical.

Investigation of the incident found that Dave knew little about the safe handling procedures and he knew even less about deadly chemicals. His manager called the college from which he graduated to check on his degree. Surprise! Dave had lied. He had no degree in chemistry. In fact he never completed his first quarter of college. He was unqualified to fill the position but had conned HR, and Richard into hiring him.

Total dishonesty.

He was fired.

Dave had no record of accomplishment (in his field) and he was dishonest.

Had Richard, the manager, been diligent in checking out Dave's background he would have found the discrepancies in how Dave represented himself and he would not have been hired.

Concentrating on people of high integrity and character with a record of accomplishment provides you with a snapshot of how the candidate will perform in the future.

Stay focused on these top two qualifications and you will hire the best!