Hiring Criteria: People Skills are Not Important

Posted: November 8, 2011 | Categories: Management

Alright…I was just kidding.  People skills are important…but how important?

John D. Rockefeller, one of the most successful industrialists in the early 20^th century once said,

“The ability to deal with people is as purchasable a commodity as sugar or coffee, and I will pay more for that ability than for any other under the sun”

Lee Iacocca gave us the Ford Mustang, and he also is credited with leading the Chrysler Corporation from the brink of bankruptcy in the late 70’s to strong profitability within five years.  In his autobiography, he talked about what he called the “kiss of death” on an application.  It was the phrase, “does not work well with others”.  He wouldn’t consider anyone with that on their dossier.

In my experience with companies and teams, I can’t tell you the number of times that the biggest problem of the day dealt with problems in human relations.  I have seen partnerships fail, enthusiasm disintegrate, turnover spike, and loyal customers bolt for insensitivity and the lack of ability to lead a conflict of wills into a combination of strengths.  And here is the paradox:  The most effective leaders I know don’t “tippy toe” around.  You know where you stand with them, and when they do things that you disagree with, you accept the decision knowing that you have been listened to and treated with respect.

The next time you are hiring someone, and there is reason to believe that the person you are about to hire is weak on people skills, I encourage you to consider how this person will contribute to the working environment you are looking to create.  Far too often, this “soft” factor gets glossed over, and it almost always comes back to haunt us.  Remember the old saying, “an ounce of prevention is worth a pound of cure?”  Hiring people with good people skills can be one of the most effective ways to inoculate your team against low morale.