Getting people right is difficult- it not only takes a well tuned methodology as you outlined above, it also takes a gut sense of people. Talent, given the right kind of person (with the right abilities) can be shaped as needed. If a person is not a good culture or team fit then abilities and talent are useless in my opinion.

I have interviewed hundreds of well groomed candidates with great abilities and good talent. But many of them seem to lack the personal style or character that my company culture embrace.

I often hear the same assertion from Venture Capitalist- find the right kind of person first, then make sure they have the skills.

Perhaps my approach reflects more of a start up environment where each person is monumental to the success or failure of a company.

In larger organizations there is a greater need to fit within a job spec then a culture fit. Although each new hire is important their overall impact on the success or failure of a company is less dramatic. Corporate hiring managers seem to be more defensive with their choices and may view character as different shades of importance.

The ongoing challenge for all hiring managers is the ability to properly assess people. Even with great resumes and interviews its still very difficult to truly know someone’s real talent and overall character. I find that taking people out of the interview process and letting them experience our company through a simple tour or team meeting helps bring out those hidden moments. And its these moments that make a big difference in hiring great people.

Bob