By Rick Boxx
本文版權為正直資源中心（Integrity Resource Center, Inc.）所有。本文獲得授權改編自瑞克．博克思的正直時刻Integrity Moments with Rich Boxx」。這系列的文章是以一個基督徒的觀點評論職場的正直議題。
在讀到今天的週一嗎哪之前，如果有人問你應徵員工的條件，你會如何回答？ 你是否同意，文章中所提到的4C-品行、呼召、能力和散發出來的氛圍？你覺得這樣的順序是否恰當？分享一下你的看法。 你是否有過這樣的經驗：用了一個能力很好的員工，但是其他3C(品行、呼召和散發出來的氛圍)不及格，而這個人最後也不適合你的公司嗎？如果有，你是如何處理這種狀況的？ 4C當中，哪一個選擇員工的條件對你來說，最具挑戰性？你是否也覺得把工作能力和經驗放在第一位，總是選到不適合的員工嗎？分享你的經驗。備註: 如果你手上有聖經，想要知道更多關於這個主題的經文，請參考：傳道書 4章12節；箴言14章15節、19章20節、25章4-5節、26章10節、27章23-27節；腓立比書4章9節
THE 4 “C”S” OF EFFECTIVE HIRING
By Rick Boxx
When employers hire someone, they often reverse the order of what I call the "4 C’s of Hiring": Character, Calling, Competence, and Chemistry. Many search for those people with a good resume and experience for the position to be filled. Once the list of candidates is narrowed, many select the one they like the best.
A better approach would be to hire for character first. Hiring someone with great competence but without Character could prove to be the worst mistake you could make. Poor character can permeate and destroy an entire organization. Competence is important, but a final decision should be based on the level of character revealed after background checks, interviews, and integrity testing.
As 1 Corinthians 15:33 teaches, "Do not be misled: "Bad company corrupts good character."
To emphasize Calling, one large corporation created a “pay-to-quit” program. Annually its "fulfillment center" employees get the opportunity to quit and get paid up to $5,000. The company has discovered the importance of calling, hiring those who are called, or feel passionate, about the organization”s mission.
In John 6:65-66 Jesus provided an example: "(He) went on to say, ‘This is why I told you that no one can come to me unless the Father has enabled them.’ From this time many of his disciples turned back and no longer followed him." Jesus disqualified many followers by clearly communicating His mission and giving them opportunity to leave. If you desire to hire the best, make your mission clear to them and eliminate those who do not have a sense of calling to the work.
After investigating someone’s character and determining whether they feel called and passionate about your mission, then selecting the most competent becomes a primary focus. Competence is third on my list because many skills can be taught if the right people have the desired character and passion. At the same time, finding and hiring the person with the best skills for the job will increase your company’s performance and ultimately, customer appreciation.
Proverbs 22:29 teaches, "Do you see someone skilled in their work? They will serve before kings; they will not serve before officials of low rank." A resume of someone’s skills and work history can serve as a good starting point, but it would be wise to develop tests or brief work projects to determine someone’s true level of skill and competence.
Lastly comes the fourth important hiring quality: Chemistry. At a conference I attended, I heard a story about the importance of hiring people with whom you have a good chemistry. The speaker”s father had narrowed down a hiring decision between two strong candidates for a key position within his organization. But he was having trouble deciding between them.
This owner asked for his son”s opinion. The son”s insight was profound: “Dad, which one of the two will you enjoy being with the most as you journey together?" When selecting someone for a key position, it is wise to look for someone like-minded and with whom your team will likely enjoy working. As Proverbs 18:24 observes, "A man of many companions may come to ruin, but there is a friend who sticks closer than a brother."
Copyright 2016, Integrity Resource Center, Inc. Adapted with permission from "Integrity Moments with Rick Boxx," a commentary on issues of integrity in the workplace from a Christian perspective. To learn more about Integrity Resource Center or to sign up for Rick”s daily Integrity Moments, visit www.integrityresource.org. His new book, Unconventional Business, provides “Five Keys to Growing a Business God”s Way.”
Before reading this “Monday Manna,” if someone had asked what qualities or characteristics you look for in a prospective employee, what would you have said? Do you agree with the qualities cited – Character, Calling, Competence, and Chemistry? Do you think they are listed in the proper order of consideration? Why or why not? Can you think of a time when you or someone you know hired a person who seemed very competent, but because of deficiencies in one of the other qualities, proved not to be the right person for your company or department? If so, how did you deal with that situation? Which of the four suggested hiring characteristics seems most challenging to you? Do you think putting primary emphasis on Competence – skill and experience – is always a mistake? Explain your answer.NOTE: If you have a Bible and would like to read more about this subject, consider the following passages: Ecclesiastes 4:12; Proverbs 14:15, 19:20, 25:4-5, 26:10, 27:23-27; Philippians 4:9