A CEO's Unconventional Hiring Strategy: Uncovering the 7% Who Get It Right
In a recent revelation, CEO Steven Bartlett shared his unique approach to hiring, which involves a "culture test" with a question that only 7% of people answer correctly. This question, he believes, reveals a candidate's innovation potential, a critical trait for success in a high-performing work environment.
Bartlett, the host of "The Diary Of a CEO" podcast and an entrepreneur, appeared on "Hot Smart Rich" with Maggie Sellers Reum, where he discussed his 35-question test. He explained his preference for hiring based on character traits over job skills, arguing that character is innate while skills can be easily acquired.
"I always ask this question, and only 7% of people get it right," Bartlett said.
The question that Bartlett finds particularly insightful is: "There's an event in six weeks, and an important supplier says they can't deliver what you need on time. Your options are to scale back the event, push back the date, or ask why it takes six weeks."
Most people, Bartlett noted, don't choose the last option, which is to inquire about the six-week timeline. However, he believes this is the most effective approach, as it demonstrates a candidate's willingness to question and understand the root causes of problems.
"It's incredible that only 7% of people select this option, yet it's so obviously the right move," Bartlett told Reum.
Bartlett's inspiration for this question came from his own company experience. He recalled an incident where an employee couldn't meet a deadline for an AI initiative due to laptop issues. A simple $2,000 fix not only resolved the problem but also saved him 60% of his time in the long run. This incident highlighted the importance of understanding the 'why' behind problems, which led Bartlett to prioritize soft skills in his hiring process.
Since then, Bartlett has turned his "Culture Test" into a company, with the aim of helping other businesses find employees who fit their company culture. He believes that hiring based on personality and culture fit leads to loyal, happy employees, which in turn boosts productivity.
In a time when job dissatisfaction and burnout are on the rise, Bartlett's approach offers a refreshing perspective. However, it's a double-edged sword. While some employees thrive in environments that prioritize personality over skills, others feel that their managers and bosses are contributing to job dissatisfaction and burnout.
A Gallup survey found that employees have given up on loyalty being rewarded and are actively seeking better opportunities. This detachment, according to respondents, stems from a lack of belonging and poor leadership. And what fosters a sense of belonging? A company culture that aligns with an employee's character and personality.
In today's job market, employees are not just looking for work; they're looking for a place where they feel valued and cared for. By hiring based on who will thrive rather than focusing solely on qualifications and experience, companies can reduce turnover and create a more satisfied, productive workforce.
So, the next time you're interviewing for a job, remember that it's not just about what you know; it's about how you think and approach problems. Are you the 7% who sees the value in asking "why"?
