Trust and skills are two elements that are crucial for success in various fields and relationships.
Trust refers to the belief in someone's reliability, integrity, and capability. It is the foundation of relationships and allows people to work together effectively. Trust is earned over time through consistent and honest behavior and is a driving factor in performance.
Skills refer to the learned abilities and knowledge that enable a person to perform specific tasks or activities. They can be acquired through education, training, or experience. Different fields and jobs require different sets of skills but having a strong set of skills is important for success and growth in any area.
Both trust and skills are necessary for success and they often work together. Trust in someone's abilities can lead to more opportunities to develop and demonstrate their skills, while strong skills can help to build trust and credibility.
The challenge for Leaders is to consider both when hiring people. Many Leaders hire the person they are most likely to trust and many business owners find that that person is likely to be someone with close links to the family, maybe even a relative. Corporates on the other hand, tend to focus on skills and feel that assessing trust is too qualitative to be justifiable.
The Role of Personality Style in Hiring
Personality type can play a role in hiring, as certain personalities may align better with certain job roles or work environments. Moreover, personality can subconsciously influence your hiring as you may relate better to one style vs. another.
Unfortunately, personality does not always accurately predict job performance or success.
However, personality traits can be related to trust and skills. For example, traits such as honesty, reliability, and responsibility can indicate that someone is trustworthy, while traits such as drive, initiative, and creativity can indicate that someone has the potential to develop and apply a high level of skills.
Assessments such as DiSC, Motivations, and Trustworthiness can help provide guides that will help you gain a more in-depth view of personality, skills, motivations, and trustworthiness. Knowing these will help you interview better and dig deeper into background, mindset, and experience. A word of caution, the results may not always be reliable or unbiased. Just know they can be useful in hiring the right person.
How to Avoid Hiring a Problem
A case in point is the recently elected Congressman, George Santos, who has set a new world record for “resume enhancement.” It pays to trust but verify and get as much information and insight as possible. Business coach and trainer extraordinaire, Brian Tracy, says the attitude to adopt is “Hire at leisure, fire in haste.”
Balancing trust and skills when hiring can be challenging, as both are important but may sometimes conflict with each other. One approach is to use a combination of subjective and objective assessments to get a comprehensive view of a candidate.
Subjective assessments, such as references and interviews, can provide insights into a candidate's past performance and behavior, which can serve as indicators of their trustworthiness and ability to work well with others.
Objective assessments, such as skills tests and background checks, can provide a more quantifiable measure of a candidate's skills and reliability. Skills tests can be used to assess a candidate's technical proficiency, while background checks can verify their work history and identify any red flags, such as criminal records.
Use objective personality assessments as another piece of information in the hiring process. They can provide a more comprehensive view of a candidate and help ensure that hiring decisions are fair and interviews are unbiased by the personality styles of the candidate and the interviewer.
Assessment Isn’t Over After Hiring
Assessing trustworthiness and skill level is an ongoing process that does not end with the hiring decision. Ongoing performance evaluations, feedback, and communication can help ensure that the trust and skill level of employees are maintained and developed over time.
Want to explore further? Have questions? Get in touch and let's set up a time to talk. Brian Tracy USA: 877.433.6225 Email Me feedback@focalpointcoaching.com
