You might have heard the phrase “nature vs. nurture” before. If not, perhaps you’ve heard about “heredity vs. environment.” Both of these phrases basically address the same subject.
That subject: what is ultimately responsible for how a child turns out.
Is it nature, the way that a child is hard-wired from birth? Or is it strictly nurture, the way in which their parents raised them? It’s a question with which philosophers and scientists have struggled for years.
In fact, there was even a movie starring Eddie Murphy and Dan Akroyd that explored the theme. That movie? Trading Places, of course.
So what was the outcome? Although the movie may have been arguably inconclusive, it’s not a matter of all one way or all the other. Success does not side 100% with nature, nor does it side 100% with nurture. It’s a combination of both. The question then becomes, “What are the percentages?”
While THAT question has also been endlessly debated, a good “rule of thumb” is 75% nature and 25% nurture. In other words, how a child (or person) eventually turns out in life, both personally and professionally, is 75% dependent on their heredity and 25% on their environment.
You might not have thought of it in this fashion, but the employment marketplace also incorporates the “nature vs. nurture” debate. Specifically, it does so within the realm of hiring. If we were to transpose the debate onto that of companies’ hiring dilemmas, it would look something like this:
How an employee turns out within your organization is 75% dependent on the type of person they are and 25% dependent on the environment in which you place that person. (In this context, the “environment” is the company culture.)
So what does that tell us when it comes to the hiring of employees? Two main things, for sure:
#1—Hire for nature first.
That means hire for the type of person that you want. Yes, you need a person with the requisite skills and experience. That’s a given. But let’s say that you have two candidates who have roughly the same skills and experience. Then you would hire for nature first. What kind of person are they? Energetic and outgoing? Do they have a history of overcoming adversity? Or do they seem listless and combative? Do they think they’re entitled to things that they haven’t earned yet?
#2—While nature is important, nurture should NOT be neglected.
That means even if you hire well for the first element, you must provide the second element in the form of a great company culture. This includes an engaging and effective onboarding program that will help your new employee get up and running quickly so they can become productive as quickly as possible.
So if you want to hire successfully and do so on a consistent basis, then you must take into account both of these elements: nature AND nurture. Heredity AND environment.
Hiring the right people brings you great raw materials. With the right environment and company culture, you can mold those raw materials into awesome employees. It’s all a matter of identifying what’s most important and then focusing your energies on those important areas.
How does YOUR organization handle these elements and areas of hiring?
Time Staffing has the experience and expertise to help you find quality employees to meet your hiring needs. Click here to see our complete line of services for employers!