Earlier this week, I had the opportunity to hear president Doug Dayhoff speak about the culture of one of Bloomington’s finest craft brew pubs, Upland Brewing, and what it means to the company’s success.
During his talk, Dayhoff discussed how his approach to hiring has changed over the last year or so. Where he used to employ someone based solely off their resume and intellect in a particular field, he has since shifted to an ‘E’ before ‘I’ except after ‘-C’ mentality.
Dayhoff evaluates potential job candidates on their CQ, IQ and EQ, but before you go scratching your head in confusion, let me briefly explain.
“C” stands for culture. Every company has one, and finding an individual that fits into that culture is incredibly important.
“I” stands for intelligence as one might expect. While one’s resume might fulfill all your deepest wishes in a potential candidate, this shouldn’t be the sole reason for hiring them.
“E” on the other hand, stands for “emotion” or temperament. You see, one’s intelligence may not necessarily align with one’s true passions.
For example, Dayhoff mentioned having a million items on his to-do list, and while he might be the best equipped to complete several of the items on the list, he pushes some of them off because there are other items on the list he’s actually interested in doing before tackling the ones he’s not as gung-ho about getting down right away.
The way to assess this EQ, as he put it, is to take a test called the Predictive Index. It looks at four key areas – Dominance, Extroversion, Patience and Formality. So while you might have a sales person who needs to score high in extroversion to go out, meet new people and drive business, you might actually want your microbiologist to fall on the introvert side of the scale because their job requires a lot of alone time focused in the lab.
This assessment has helped Dayhoff identify whether a potential candidate’s temperament would fit in with the “bust ass every day” attitude that describes what they do as striving to be better every day (no matter their job description) and strives to make sure what they do is going to make a positive difference.
What do you think? Is finding a match for your culture so important to you that you wait to ensure they’ll fit “the family” so to speak, or do you hire someone based solely off their resume?