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THE POWER OF READING PEOPLE

During an interview, you have the opportunity to gauge an appli-
cant’s behavior and what drives them. Understanding an applicant’s
passions and motivations can be a strong indicator of how well they
will fit the job.

One of the most talented leaders I know once told me, “I don’t care
if the candidates are great at this or that software. While I care about

hard skills, I also know those can be learned. What I truly look for
and care about is the soft skills they bring to the table. Those will
make a big impact and difference when performing.”

If we consider these words in today’s world, with a high need for
adaptability and the capacity to change and adjust as the environ-
ment requires, his words have become my mantra.

I have seen incredibly talented people being hired for the wrong
position and suffering through the consequences. I have seen com-
panies fail to grow because of people being promoted to positions
they cannot handle, simply because nobody bothered to check if
they were a match.

You can be the best manager and have a performing team, but

that does not mean you have the right set of skills to become a
regional manager, simply because the requirements are different.
This is why we also see people fail when they get promoted without
comparing their behavioral traits and motivational needs to those
required by the job. These are as important as the experience and
education to succeed.

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