In the world there are somewhere in the neighborhood of 5 billion different types of people. Because I wouldn’t even COUNT to five billion (I could, but I wouldn’t) I’m not going to talk about each type. But I will take 5 billion people and greatly simplify their astonishing uniqueness. When hiring for a technical position I’ve run into four broad types of people.
1. Qualified / Unmotivated
This person is perfect for a position as a mall security guard, but may not be proactive enough to look for problems before they occur. The problems with the Qualified / Unmotivated candidate often stem from their qualification. Because they have experience with XYZ and know enough to recover from most major issues with the system, they’ve become lax in upkeep. It costs them less time to repair a problem that has occured than it does to be proactive and take steps to prevent that problem, so they wait for disaster to strike before doing anything.
2. Unqualified / Unmotivated
The best combination of useless traits, the Unqualified / Unmotivated candidate often comes with an interesting Fringe Benefit: they think they’re the best thing since sliced bread. These people either delude themselves, or know the truth and grossly exaggerate their own skill level. In addition to being completely unqualified for the position you’ve advertised, they are so impressed with themselves that they feel no obligation to even pretend like they’ve studied, or are willing to study, the systems that you work with.
3. Unqualified / Motivated
These candidates can become the rock-stars of your team. They know they’re starting out at a disadvantage, and if they’re sufficiently motivated and interested in their jobs they’ll expend Personal Energy* to bridge the gap, often learning more about their given responsibilities than a Qualified / Unmotivated person would ever learn. The Unqualified / Motivated employee can be a boon to a manager that is only authorized to hire a Junior level resource.
4. Qualified / Motivated
This combination does not exist. It has been rumored in several organizations, but I have seen no direct evidence of it being real. People who are motivated by a desire to learn and excel (to be elite) are constantly putting themselves into positions for which they are unqualified. By refusing to linger in a job that they are totally qualified for, but unchallenged by, they push themselves through often rapid and extreme personal and professional growth. These are the only types of people that will ever reach the pinnacle of their profession, and when they get there they often take a very “Meta” view of their profession. They look down at the mountain that they have climbed and start innovating, making the mountain better. What else is there to challenge yourself with when you’ve mastered something, except improving the thing that you’ve just mastered?
I think that the best employee to hire is the one who has shown evidence of their ability to learn (growth within each previous position) evidence of responsibility (growth of duties and tenure), and that can articulate a desire to learn and a motivation for that desire. Irrespective of their experience with the specific technology that your company specializes in. If you find this person, and you can hire either them or a lukewarm but well qualified individual who has been doing the same job for 10 years, there is almost no scenario in which it will be better for your department or company to hire the lukewarm “Qualified / Unmotivated” candidate.
In fact, hiring this person would be actively detrimental to your productivity. Maybe next week I’ll write a post on the importance of Culture vs. Consistency.
On a completely unrelated note, is it tacky to Share your own blog post in your Google Reader?
*: Personal Energy is a broad term that I use to describe the chi, the animus, the life-force of an employee outside of work hours. This “personal energy” is usually used to hang out with friends, or go to Borders, or watch Lost. Sometimes, it’s used to read technical manuals, write or tinker with programs that are work related, or think about better ways of doing ones job. If a person is passionate about what they’re doing, and about the Vision of their organization, they will expend Personal Energy to accomplish Work Goals.