More than two years ago, I was going through a journey to discover what kind of leader I am, where my strengths lie, and what skills I need to look for when hiring.
At Arment Dietrich, we don’t interview people – we interview leaders.
And leaders come at every level – not just at the top (and, sometimes, the people put in leadership positions aren’t leaders).
Sure, every business needs followers, but we look for people who have leadership skills in various areas; areas that complement where we have weaknesses on the team.
Because not everyone is a leader in everything (which is why I hire people who are strong where I am weak).
Unfortunately, we can’t interview people in social situations to see whether or not they’re wallflowers or light up a room when they walk in. What we can do, though, is interview for skills and talent that exceed the 9 to 5 workday.
So, what do we look for?
We want to know:
- If you push yourself to learn more.
- If you do, how so.
- What you read and what you subscribe to daily.
- Which conferences you attend and what you’ve learned.
- Examples of times you’ve been innovative and creative.
- Examples of when your creative ideas have been squashed and how you’ve handled it.
- Whether or not you are self-motivated, driven, and a self-starter (we’re not micromanagers).
- Whether or not you “steal” your colleagues’ ideas as your own.
- How you inspire the people above, at your level, and below you.
- What you do very first thing when you go to a networking event.
- Whether or not you’re involved in our industry organizations.
- Examples of taking one for the team or sticking up for a colleague.
- How you handle conflict.
- Examples of when you’ve asked for additional responsibility.
This may seem like a crazy long list, but I can tell you what this kind of stuff tells us:
1. If you read and subscribe to blog posts, articles, videos, and podcasts, we know you’re continually learning.
2. If you attend conferences, networking events, and are involved in the industry organizations, we know you will always be asking for more responsibility.
3. If you participate online through your own blog, Twitter, Facebook, YouTube, iTunes, and/or LinkedIn, we know you aren’t a believer in the 9 to 5 day.
4. If you can give examples of how you handle conflict and taking one for the team, we know what kind of communication skills you have.
Granted, we are a digital marketing firm so we look for people who can already use web and mobile technologies.
But every business looks for people who can add value, both financially and emotionally. And people who act like they own a piece of the company, have accountability, are exceptional team players, and never talk down to others are the ones all of us are excited to work with every day. You can’t always choose your co-workers, but you can choose the way you behave.
Behave like a Level 5 employee.