This is where I need your help.   I would like to tap into your years of experience in hiring and supervising people, for what could be more persuasive to young people who are entering the job market than to hear from employers about what they look for in employees?  I believe that it will be far more valuable if I can present your suggestions (anonymously, of course) than if I base my comments only on my own experience.

 Please take a moment to consider the following questions, and click on the email link below to send me a quick note with any advice you would like me to pass along.

  · What are the top three personal characteristics you look for when you hire new employees?

  · What characteristics or habits do you NOT want to see evidence of during an interview?

  · Do you have any tips or words of advice for young people who are trying to get started in a career?

Click here to send me a quick message, and thanks so much for participating in this informal survey!

Do you frequently find yourself in any of these situations?

 · Stuck behind a slow-moving vehicle in the high speed lane
 · Blocked in behind the slow walkers in the mall
 · Trying to remain attentive while listening to people talk who sound as if they are overdosed on Prozac?

If you answered "yes" to any of the questions above, then in all likelihood you are a high energy person (you would likely score a "7" or above on the Performance Profile characteristic, "Energy Level.")  That means you are pro-action, a person who likes to keep things moving - yourself, conversations, projects, everything.  You get a lot done in less time than it takes most people, and you feel restless and frustrated when the rest of the world does not keep pace with you.  If you are fortunate, you have learned how to pace yourself so that you can use your energy level to sustain your work effort for very long periods of time when it is necessary to do so.

What's Wrong With Being Energetic?

Having a high energy level is an obvious advantage in most cases, but there is a downside.  A very energetic person can seem impatient and demanding, especially to people who do not work as quickly.  At times, you may even seem arrogant to the people around you, even though that is not your intention.  These unintended effects can damage teamwork and discourage peers and subordinates alike from interacting with you unless it is unavoidable.  Everyone loses when teamwork and communication are affected.

Finding The "Right" Work Pace

If you recognize that your high energy level and fast pace may be interfering with your effectiveness on the job, then the first step is to identify specific situations in which it does so.  After all, you don't want to slow down in all ways (even if you could!)  The best solution is to figure out how to use your high energy level to your advantage (in situations where it is an asset), and how to minimize its interference in working with others who work at a different pace.

Read The Signs

Analyze situations in which you don't seem to get as much cooperation as you would like:  are you simply forging ahead and taking on too much responsibility for being out in front of the group?  For example, if you are in a meeting in which you believe the solution to a problem is clear, and you find yourself eager to end the meeting and get on with the implementation, look around:  others may need more time to get to the same point, and you may benefit also from taking a second look at the situation.  Take a deep (mental) breath, and adjust your pace to match that of the group or person you are dealing with.

A strong energy level is a great asset and it doesn't have to have any negative consequences.  If you don't keep it under control, though, it might sometimes work against you.  Remember, don't let your energy level "drive" you - be the driver!

Honesty is one of the most frequently-mentioned desirable characteristics that I hear about when I ask employers what they want in an employee.  We're all pretty sure we know what personal honesty is, but it is very difficult to get an accurate idea of how honest that interviewee sitting across from you will actually turn out to be.

"I'm not a crook!  Honest!"

The direct approach - ask the interviewee if he or she is an honest person - is difficult to accomplish without either sounding like you are making an accusation ("Are you honest?"), or telegraphing the answer you want to hear ("Don't tell me that you are not honest!")  Most interviewees understand the demand characteristics of an interview well enough to give a socially acceptable answer.  After all, how many applicants have you had tell you, "No, I don't value honesty, and I am likely to steal goods or services from you"?

How "Honest" Is Honest?

Honesty is a high and worthy characteristic, and most people intend and aspire to behave with integrity in their lives.  The difficulty, as the devil says, is in the details, and what people actually do can be influenced as much by temptation as by the ideal of total honesty.

Most people would not take a twenty-dollar bill out of petty cash just because they are short of cash that day, but some people would more readily take a quarter to match the three they already have in order to get a soft drink out of a machine.  Is that person a thief?  Is it stealing if someone who would never take any cash borrows supplies for personal use, takes them home, and forgets to return them?  Defining honest behavior turns out to be more difficult than one would expect.

So, What Do You Ask In An Interview?

Ask questions that allow that applicant to use the way he or she rationalizes what seems to be marginally dishonest behavior.  For example, ask something like, "Have you ever been in a situation where you were a bit short of cash for lunch, for instance, and had an opportunity to 'borrow' from the company's petty cash, as long as you returned it?  What do you think about such a situation?"

What you want to hear is an answer that indicates that the applicant feels that taking any amount of money without permission is wrong.  It would not be reassuring, on the other hand, to hear that the applicant believes that there are circumstances that justify taking company money (or merchandise or property) with first asking permission.

Establish and Communicate Your Standards

In addition, of course, your company should establish and clearly communicate standards with regard to honesty and integrity on the job.  Knowing the rules, and the consequences of breaking them, works well for all of us, from kindergarten to the boardroom!