????領(lǐng)導(dǎo)力內(nèi)部網(wǎng)絡(luò)是邀請最有智慧、最具影響力的商界人士及時回答職業(yè)與領(lǐng)導(dǎo)力問題的在線社區(qū)。本期我們的問題是“你犯過的最好的錯誤是什么?”下文為PureWow公司CEO賴安?哈伍德的回答。

????員工招聘不能只看技能。

????在PureWow發(fā)展初期，我總想找到理論上存在的完美員工。但這種想法大錯特錯。我很快就認(rèn)識到，你可以教會員工新技能，但無法教會他們?nèi)绾稳谌牍疚幕?。如果一名員工在最開始難以融入公司，他可能永遠(yuǎn)也無法做到。這將迫使他們辭職，更糟的是，令其他員工也士氣低落。

????我們很輕易便能發(fā)現(xiàn)，當(dāng)人們熱愛自己所處的工作環(huán)境時，工作會變得更加有趣（和高效）。在PureWow，我們鼓勵團(tuán)隊(duì)經(jīng)常進(jìn)行溝通：遇到不理解的事情可以提出問題，在電子郵件中抄送或密送給你的上司，讓你的同事知道你在忙什么。那些不喜歡分享而愿意單干的人，在我們公司不可能有好的表現(xiàn)。當(dāng)然，我們并非從一開始便如此，我們花了很長時間才確定希望創(chuàng)建哪種公司文化。

????當(dāng)然，我的意思并不是說你不需要考慮求職者的技能——招聘當(dāng)然要看能力。但聘用那些恰好契合公司文化的聰明人，才是你要追求的目標(biāo)。情商比智商更重要。PureWow進(jìn)行每一次面試時，我們都會要求員工，無論是技術(shù)人員、編輯，還是銷售，考慮下面幾個問題，然后才決定結(jié)果：我是否想定期與這個人交流？他們是否有良好的職業(yè)道德？他們在壓力下會有什么反應(yīng)？

????讓公司成功的并不是絕妙的想法；而是執(zhí)行這些想法的人。所以，招聘對于任何公司來說都是最重要的事情，應(yīng)該謹(jǐn)慎對待。CEO是公司的指揮者，要負(fù)責(zé)找到缺失的拼圖，找到那些能彌補(bǔ)現(xiàn)有團(tuán)隊(duì)不足之處的員工——每一家公司都需要一名“魔鬼代言人”，不是嗎？最重要的是，要去尋找相信公司愿景，并對公司發(fā)展而非個人成功更感興趣的人。（財富中文網(wǎng)）

????譯者：劉進(jìn)龍/汪皓

????審校：尚金子

????The Leadership Insider network is an online community where the most thoughtful and influential people in business contribute answers to timely questions about careers and leadership. Today’s answer to the question “What’s the best mistake you ever made?” is written by Ryan Harwood, CEO of PureWow.

????Don’t hire based on skills alone.

????In the early days of PureWow, I always thought you needed to find the perfect employee on paper. I couldn’t have been more wrong. I quickly learned that you can often teach employees new skills, but you can’t teach them how to fit the company culture. If an employee doesn’t fit the mold initially, they most likely never will. This could force them to quit, or worse, frustrate other employees.

????It didn’t take us long to realize how much more fun (and productive) work is when people enjoy their work environment. We encourage our team to constantly communicate at PureWow: ask questions if you don’t understand something, cc or bcc your manager for visibility on emails, and let your colleagues know what you’re working on. Those who don’t like to share and prefer to work in silos won’t do well at our company. However, this wasn’t always the case, it took time for us to clearly define the company culture we wanted to create.

????Now, I’m not saying you don’t need to look for skills — of course you do. But hiring smart people that also happen to fit your company culture is what you should strive for. EQ is more important than IQ. In every interview we conduct at PureWow — from tech to edit, and even sales — we ask our employees to consider some of the following questions before hiring anyone: do I want to regularly communicate with this individual? do they have a great work ethic? how do they react during stressful situations?

????Brilliant ideas don’t make companies successful; the people who execute those ideas do. That’s why hiring is the single most important thing any company can do and it should be done with great care. It’s the CEO’s job to be the conductor of the orchestra; find the missing puzzle pieces. Seek out employees who complement the skills of those already employed – every company needs a devil’s advocate, right? And most of all, look for candidates who believe in your company’s vision and are more interested in growing the business than achieving individual success.