The Three C’s of an Effective Hire

Many years ago I solicited the insight of my boss regarding a difficult choice for a hiring decision. However, instead of giving his input, he provided me with a principle by which he expected me to make the decision (for more on principle related decision making read Do You Adopt or Adapt?). He referred to it as the three-C’s of a hire:

  1. Competence: Does the individual have the ability to do the job? In some cases, this refers to competence which can be developed based on demonstrated abilities.
  2. Character: Does this person have character which aligns with organizational expectations and is ethically sound?
  3. Chemistry: Does this person have a demeanor and style which fits with you and the team they will be working in.

I have used this principle extensively. When making difficult decisions, I can usually isolate my hiring concerns to one of these three areas. This simple rubric has also helped me change how I interview. I believe that 80% of interview questions only focus on competence! Therefore, I have had to develop questions which help me understand chemistry and character. Here are two great examples of how this can be done. While interviewing for an organization in Southeast Asia, I was asked, “When is it OK to break the rules”. That is a great character question in a region where bribery is normal! When I was a finalist for another job, I was taken out to lunch with the team. After my reply to a comment brought the entire table to laughter, I know that they had a pretty good insight into team chemistry.

One of my students recently taught me a more sophisticated version of this concept (thanks Jeremy!).

  1. Person-job fit: does the individual fit this vocation?
  2. Person-supervisor fit: does the individual fit the supervisor they will report to?
  3. Person-group fit: does the individual fit with those they work with on a daily basis?
  4. Person-organization fit: does the individual fit the company?(Kristof-Brown)
  5. Person-culture fit: does the individual fit the culture of this organization? (O’Reilly)

A bad hire is costly! I believe that many poor choices are a result of inadequate consideration of the three C’s. Interviewing for character, competence and chemistry is one way to decrease the risk.


Head ShotJeff Suderman is a futurist, professor and consultant who works in the field of organizational development. He works with clients to improve leadership, teamwork, organizational alignment, strategy and organizational Future-Readiness. He resides in Palm Desert, California. Twitter: @jlsuderman

Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Pesonnel Psychology(58), pp. 281-342.
O’Reilly III, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparision approach to assessing person-organization fit. Academy of Mangement Journal, 34(3), pp. 487-516. doi:10.2307/256404

Carroll vs. Belichik: Who Leads Most Effectively?

Prior to the Superbowl I watched a fascinating interview with the two head coaches, Pete Carroll and Bill Belichik. As they spoke about the upcoming game, their simple comments provided insights regarding how they each lead their teams in different ways. Here is an abridged transcript of the interview:

Reporter: “Amidst all that is going on [during Superbowl week], how did game preparation for this week go?”

Carroll: “The opportunity to play in this game is so special…we’ve had a great two weeks and nothing but fun…”

Belichick: “I don’t know if fun would be the word I would use, it’s been a huge challenge, [Seattle’s] a tough team to prepare for…”

These comments reveal two very different leadership approaches. So who had the best leadership style? Did the New England win prove that hard work is more important than fun? Was Seattle’s fatal play choice an example of the perils of fun? Or was Belichik’s verbal admiration of the Seahawk player’s work ethic a demonstration that Pete’s fun can also work hard?

It is easy to get stuck in discussions about what makes great leadership because we try and place it all into a nice tidy box. Life experience tells me that there are many ways to get things done.  For Carroll it’s by having fun. For Belichick, it’s hard work. There are many boxes!

What if both styles are best?  Specifically, what if good leadership is using your innate style to the max? Or, what if bad leadership stems from trying to be someone you are not? Pete and Bill taught us a valuable lesson this weekend. Leading with your strength is the best way to lead. Whether it’s through ‘fun’ or by ‘hard work’ they both demonstrated that different styles can work

So does style matter? Yes! There are coaches that few players want to play for. But there is a line-up of players that would love to be coached by these two men.

So what is their secret? Socrates said it perfectly – “know thyself”. To accomplish what they have, you must understand and use your unique style. For Carroll, that means having fun. For Bellichick, that means working hard.

This lesson is just as important for followers as it is for leaders. It took me too long to learn the type of boss I excelled under. When I worked for the right style, my organization had an amazing employee. When I didn’t, I was a mediocre employee (at best!). You need to understand who brings out the best in you. We all thrive under different circumstances. Some of us need Pete. Some of us need Bill.

Superbowl XLIX afforded us the privilege of watching two coaches who understand their strengths. They used these strengths in ways to achieve what few others do. You and I can do the same. As you get to know yourself, you will lead and follow in ways that shine. So if Pete shines having fun and Bill shines working hard, where does your shine come from?

You can watch the full interview here (quotes were taken between the 30 second and the two minute mark)

Jeff SuHead Shotderman is a futurist, professor and consultant who works in the field of organizational development. He works with clients to improve leadership, teamwork, organizational alignment, strategy and organizational FutureReadiness. He resides in Palm Desert, California. Twitter: @jlsuderman