Here are the four C’s that Don Hoffman, Principal of The CREST company uses when hiring employees:
1. Character - This must always be first; you don’t want someone working for you who doesn’t have good character.
2. Competence - A person must meet a certain standard of excellence. What are that person’s skills, what is their knowledge and experience?
3. Capacity to Grow - Will the person need to grow in certain areas for a specific job and can they do it? Will they possibly grow out of the position (maybe it is better if they don’t have much capacity to grow)?
4. Customer Service - This is important in every job, whether it is to a paying customer or to the rest of the people whom someone is working with. Does the person care about others?
This train of thought regarding the attributes of a good worker apply directly to employers looking to hire someone but also apply to employees who should strive to do well at their job (or maybe find a job that fits them better).
Ever since I learned these four attributes (6-7 months ago), they keep popping up in thinking about what makes a good worker. Recently I read a blog post by Ken Berding entitled: “Skills vs. Character: Which is More Important in Ministry Leaders” which clearly points out the importance of character, bringing into question the relationship and importance of these two foundational attributes. I found it particularly helpful and well thought out and would encourage you to read it.
I have often been frustrated with a lack of competency, but recently I have been discovering that character is far more important. While competency is still important, I should be thankful for the good character of those I work with. I also need to respect those who are over me in any position of authority (Romans 13:1-5).
This also brings up the important aspect of “fit” when choosing a job or employee. Ever since hearing Nicholas Wolterstorff speak about “fittingness” I have begun to see the overwhelming number of factors that go into a specific job. Two jobs can have the same description and yet be very different from each other. And two people can do the same job, but in very different ways, with different levels of experience, knowledge, service, and overall skill. So to me it would seem that one person is more “fit” for the specific job- maybe it has to do with their personality, maybe something else, either way I believe that this is important to keep in mind.
So, what is the point: I have come to believe that there is a minimum level of Character that needs to be met for any job. Secondly, there should be a minimum level of Competence regarding the specific job; don’t hire someone if they do not meet these criteria. Thirdly, does the person “Fit” the job needs? The question then becomes what those minimum levels are and what to do if they are not met.