John Wooden’s Hiring Model

Do you struggle with picking the right candidate? John Wooden’s hiring model is an effective guide for hiring talent and fit. We often fall prey to looking for specific experience or industry background when the greater predictor of success is likely to come from previous comparable successes and intangible qualities. After you are done with this you might also want to check this guide on how to post a job vacancy.

  1. Ability to do the work. This includes the technical ability and the potential to learn new related skills. I consider this a threshold trait. fortuna zaklady online The person needs enough to do the work, but if he or she has much more than needed, the person could feel unfilled once on the job.
  2. Motivation to do the work. This is the most important trait of them all. It doesn’t matter how much talent a person has: without motivation to do the work, little gets done. However, look for initiative and motivation in doing the work you really want to be done. Motivation in the wrong area gets stuff done you might not want to be done.
  3. Collaborative skills and working with others. Few people get ahead if they can’t collaborate and work closely with others. This includes things like cooperation, coaching others, and even willingly being coached by others. zakłady online wyścigi konne Look for all these traits during the interview.
  4. Job-related problem-solving and thinking skills. Being smart in the right areas is the issue here. Good thinking and problem-solving skills are essential to planning, optimizing results, creating a vision, persuading others, and leadership. However, without the ability to execute or deliver results this can be a wasted skill. Too many intuitive interviewers overvalue this trait, if someone can think and plan and strategize, they can also execute. Not true.
  5. Consistency in achieving comparable results. You want to observe a consistent pattern of achieving comparable success. Once is not enough when hiring someone for the long term. gry kasyno online vulkan This trait covers numerous competencies and skills like persistence, responsibility, commitment, and drive. Hiring one-time wonders is a common hiring mistake.
  6. Organizing and planning comparable work. You might want to call this self-management. This is an important trait that often gets overlooked. It doesn’t matter if you’re hiring a call-center rep, an engineer, a manager, or an executive: the ability to organize and plan out one’s work and execute it properly is a foundational skill. Too much supervision is required if you overlook this one.
  7. Personal growth and development. The best people constantly improve themselves. Look for a pattern of consistent personal development and then how the person applied these new skills on the job. Don’t ignore this one or accept excuses.
  8. Environmental and cultural fit. This is big. Look at the environment in which the person has excelled and what they excelled in. Then compare this to your job and your environment and culture. A mismatch here could spell trouble.
  9. Value and character fit. Figure out what drives the person to excel and where this drive came from. Excelling at work that a person likes to do is great. Excelling at something the person doesn’t like doing reveals character and commitment.
  10. Overall potential to grow. You’ll need to combine all of this together, look at the trend lines, add in leadership, assess the depth of the person’s thinking skills, and then adjust everything for the quality of the manager to come up with a ranking for this one.