“Some of guys get it and some of them don’t,” Germain explained.

“What do you mean?” I asked.

“I mean, we train them. We have a great training program. We send them to St Louis for two weeks at corporate. But when we put them in the field, some do well, but some struggle.”

“What do you think the problem is?” I pressed.

“I don’t know. Maybe they weren’t paying attention in class.”

“It’s one of four things,” I said.

• Capability. Does the candidate have the capability necessary for the role?
• Skill. Does the candidate have the skill, were they trained in the skills necessary for the role? Do they continue to practice the skill?
• Interest or passion. Does the candidate have the interest or passion for the work? Do they place a high value on the work or a low value on the work?
• Required behaviors. Does the candidate engage in the required behaviors necessary for the work? Some behaviors, you contract for. Some behaviors are driven by habits. Some behaviors are driven by culture.

I looked directly at Germain. “Which one is it?”

“I’m not sure if I know,” he replied.

“Germain, you are the hiring manager. Those four things should guide you in the interview. At this stage of the game, you shouldn’t be wondering.” -Tom
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Management Myths and Time Span
The Research of Elliott Jaques
Public Presentation
October 6, 2016 – 8:00a – 12:00 noon
Holy Cross Hospital Auditorium
Fort Lauderdale Florida
More information and registration