Continuing on our saga to hire good candidates – here is what we are looking for. I believe this applies both for our internal hiring at both Pragna and Smart Cloud companies, as well as the hiring projects we undertake for our clients. Essentially, there is a lot of difference between high potential hires/candidates and just another hire/candidate.
Though It’s not always possible to hire the “high potential” ones, one can at least try to evaluate if we have found one! There sure is a very short supply of the high potential hires, which is probably the only reason why Pragna even exists.
Let’s see what defines a high potential candidate (Hire)
1. Ambition – I would rate this higher than the others just from the fact that we are talking about a “high potential” hire and not just another hire. Ambition drives people to scale heights beyond their means and wild dreams. Makes the impossible possible. This is #1 for high potential hires. So, sometimes I get excited when I meet people with ambitions and sometimes have been guilty of overlooking other things :-(.
2. Ability – One could argue this should be #1 (maybe true for regular hires). This is to validate some qualities/capabilities that one needs in oneself to achieve the ambitions. Some of these can be tested easily in the interview process, and some probably are a gut call or a marginal call based on prior work history.
3. Agility – This is extremely important for high potential hires, that one demonstrates flexibility (especially in startup environments) and also tendency to take a step back to review/analyze, identify root causes and always to keep an open mind to change, feedback, business strategy, criticism etc. and should have openness to share thoughts and learn.
4. Achievement – If the hires/candidates have certain amount of experience, then the above must have resulted in some achievements in their careers. I would think identifying their achievements with special emphasis on the above areas would give proof points about their potential. I don’t think it’s right to measure this in terms of $ revenue achieved or the valuation of the company (which I have myself been guilty of in the past), but more in terms of overcoming the adversities and challenges to achieve meaningful outcomes.
Well that’s it, The four A’s to find the high potential candidates; gives me a little more structure to the interviews I need to do at Pragna and Smart Cloud.
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