Look beyond basic skills when hiring employees

I have always loved steering and gearing. It doesn’t matter much what it is, as long as I am piloting something.

I have been thinking back on this recently because of some comments made by people who know me. Some comments have been positive, like: “Most people can operate either fast or smooth, but David can do both.”

Others not so nice. “David hasn’t got a hot clue what he’s doing.” I’m paraphrasing because the exact words would make a mechanic blush.

Both comments have merit. I have never considered myself a great driver, but I had the desire to be one behind the wheel.

I could tell you how I strove to drive every vehicle I laid eyes on from the age of 12, but I won’t bore you with those details. I’ll just jump a few gears and tell you that I bluffed, cajoled, and fought my way into driving.

Sometimes I had to use those extreme measures because, frankly, I was not a natural. I had peers that were, and I envied that they seemed to get more opportunities than I did. Plus, I worked on a small mixed farm so “tractoring” was just a small part of the job. If I wanted to haul manure to spread on the field, I first had to muck out the barn by hand.

Despite the fact that I loved driving equipment and trucks, I never thought of it as a career. Farms weren’t large where I lived, and the pay was barely enough to survive.

Then while working as a carpenter I was offered an opportunity to haul eggs in a straight truck. Before the interview was over, the boss asked if I wanted to drive the semi and I immediately went to the Department of Motor Vehicles and got my learner’s permit for the semi. Two weeks later I was hauling eggs up and down the east coast of the U.S.

The role that my new boss played is really what’s on my mind.

He saw something in me. He decided he would take a chance on me. What I think he saw was my passion to take on a challenge. I’m also guessing that being a hardworking farm kid didn’t hurt either.

Having the perception to see the potential in people is a huge asset for employers. It’s not so common, in my opinion. After a time away from Canada, I struggled to find work as a driver on my return so I continued in the agriculture industry until circumstances led to me to the next human resources person who saw through my thin resume and took a chance on me.

Remember the days when you needed to be 25, and have five years experience to get a driving job?

Today is different, but good hiring practices are more important than ever. The resume may look great, but what is inside that potential hire? Do they strive to be their best? Will they be a team player, yet vocalize their concerns to everyone’s benefit? Are they teachable? Can you learn something from their experiences?

The most skillful driver can have an attitude that is a cancer within the company. Nothing kills morale more than seeing employees get away with bad behavior. I heard far too many times that the employee is really good at their job, so their bad behavior is tolerated.

I could share many stories of dispatchers, planners or other office personnel ruining good companies, but you have all seen it as well.

I’ve had some truly great HR people and bosses in my career as well as some really horrible ones.

It is tough to find good employees these days. I don’t deny that. But don’t ruin your company hiring just anyone you think can do the job.

When you find the right person, the positive impact they have will help in more ways than just their job skills.

I know I’m a decent driver, but mainly I just bring my attitude and desire to be my best everywhere I go.

We don’t have to be the best and most skillful at what we do, but with a humble attitude, desire to learn and willingness to take on challenges, we bring much more value to the table.