Character and Competence

These are the two variables for healthy employees. The co-essentials. We often make the assumption that an individual with high competence also has character. This logic tracks because you do not get this good at something without discipline and commitment.

Huge corporate ethical failures make a strong case for the opposition. Shady deals and practices at high levels where competency is exceptional.

Should we consider only competency? Is ability to perform the work the most important criteria for candidate selection?  We use it because it is relevant and easy. Competency is confirmed by experience and qualifications. It is also easier to address incompetence than character.

How would we measure for character?

Perhaps that’s not the right question.

Should we measure for character?

What would it cost if we didn’t?

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