Hiring Executives? Search Out the “Different Ones”

When employers look for senior people — and 31 percent will be, a new survey says — the evidence is they’re all looking for the same qualities. Industry experience is important; so is proven problem solving.

Nowhere on the list of qualities a CareerBuilder survey reported as important to employers was craziness listed. Perhaps that trait was covered by the “Is creative” characteristic that 43 percent of the respondents look for in a new executive.

But I don’t believe crazy creative is what the surveyed hiring managers and HR pros were intending. I suspect that what the 31 percent of them who expect to be filling executive positions in the next several months will look for, will be the disciplined creativity of a Norman Podhoretz.

Look at the important traits on the CareerBuilder list and they seem respectable enough: speed and agility is important to 47 percent of the respondents; 62 percent want proven ability in problem solving. Ability to motivate and emotional intelligence make the list.

Then you look at the makeup of their executive teams. The survey found 22 percent of the companies have no women executives; 41 percent have no African Americans, Hispanics, Asians, LGBTs, disabled, or other, similar individuals.

What that seems to say, is that employers want executives who think outside the box, just not too far outside. And they are most comfortable with executives who look like them.

Which brings me to Dan Oswald. “So,” asks he in a sort of pean to Steve Jobs, “my question to you as a manager is this, “Who are your crazy ones?”

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“So often, as managers, we want everyone to conform. We want our people to fall into line and not make waves. But often the good ones challenge the status quo and in doing so ruffle a few feathers.”

Jobs so ruffled feathers that he was ousted as CEO of the company he founded. He ignored convention, and dropped out of college so he could study what he wanted. It was, he told a Stanford graduating class years later, “beautiful, historical, artistically subtle in a way that science can’t capture, and I found it fascinating.”

“None of this had even a hope of any practical application in my life,” he said, until years later when Apple built the Macintosh and opened the world to desktop publishing.

What does this have to do with hiring business executives? Says Oswald, author of the Oswald Letter and CEO of HR-focused BLR:

Look for those who think differently. Find those misfits, rebels, and troublemakers and figure out how you can best use the talents they have…

They might be hard to manage at times — maybe all of the time. They may be disrespectful or unorthodox, but they can and will perform. It’s your job to figure out how to best use their unique talents to the benefit of the organization. Don’t dismiss them for being different, embrace it!

John Zappe is the editor of TLNT.com and a contributing editor of ERE.net. John was a newspaper reporter and editor until his geek gene lead him to launch his first website in 1994. He developed and managed online newspaper employment sites and sold advertising services to recruiters and employers. Before joining ERE Media in 2006, John was a senior consultant and analyst with Advanced Interactive Media and previously was Vice President of Digital Media for the Los Angeles Newspaper Group.

Besides writing for ERE, John consults with staffing firms and employment agencies, providing content and managing their social media programs. He also works with organizations and businesses to assist with audience development and marketing. In his spare time  he can be found hiking in the California mountains or competing in canine agility and obedience competitions.

You can contact him here.

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3 Comments on “Hiring Executives? Search Out the “Different Ones”

  1. Thanks, John.
    Now for the “Real World of Recruiting” (as I see it):
    “Look for those who think differently. Find those misfits, rebels, and troublemakers…and make certain they never, EVER get considered for a position with your firm unless absolutely necessary for some questionable but vital area, like Tech. Define your firm’s concept of diversity as: ‘We hire all types of attractive, upbeat, young, upper middle-class, mainly white people, just like us.’ Teach the value of creativity and individuality which means: ‘always following the written and unwriten rules of conduct so as to best further the interests of those at the very top.'”

    Cheers,

    Keith

    “A great many people think they are thinking when they are merely rearranging their prejudices.”

    -William James

  2. John are you sure you haven’t been watching too many episodes of House?

    In regards to the reference about Steve Jobs what other crazy CEO’s are there that haven’t started the company, but rather were recruited for their “crazy out of the box ideas?”

    I respect the idea, and the principal is genuine however the CEO also represents the company image, and who wants a loud mouth, short tempered, unorthodox representative, the only one I can think of would be “Dicks” the resturaunt.

    @Keith: Isn’t that the truth, I believe a few dictators have taken the same stand on national policy, namly the one from WWII that made it his mission to change the face of the world or Stalin. Welcome to the corporate gestapo!

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