The character traits most often desired by employers are individuals who consistently demonstrate the conversion of thoughts and desires into actually doing good – a matter of mind, heart and action.
It Really Does Count!
What we say about character…
What is character? More importantly, what is good character? The Greek philosopher Aristotle said it is “right conduct in relation to other persons and in relation to oneself.” He also suggested “we are what we repeatedly do.” Good character is the public and private reflection of traits, attitudes and creeds that have become the convictions of the heart and are consistently demonstrated in wise personal choices of actions when confronted with opportunities, trials, or adversities. It is one thing to generate mind thoughts about appropriate goodness. It is something else to want to do good. The character traits most often desired by employers seem to center upon individuals who would consistently demonstrate the conversion of thoughts and desires into actually doing good – a matter of mind, heart and action.
Character does not develop in a vacuum. Mentoring by example, courage in the face of adversity, right decisions when all about us indicates opportunity to do wrong are all worthy pursuits. The book of Titus suggests, “in everything set them an example by doing what is good. Show integrity, seriousness and soundness of speech….” Paul suggests to the Philippians that they should “follow my example” and think about “whatsoever is true, noble, pure, lovely, admirable, excellent, or praiseworthy.” He also underscores the mentoring aspect when he continues the thought with “whatever you have learned or received or heard from me, or seen in me – put it into practice.”
What employers say about character…
Recent surveys, taken by the National Association of Colleges and Employers (NACE Journal) suggest that those personal qualities most often sought after by employers are “ability to get along with others, like-ability, loyalty, communication skills, interview skills, etc.” These survey results prompted our organization to originate its’ own research since during our interactions with employers on the Cedarville University campus during recent years we had, at least anecdotally, sensed a somewhat different, more specific tone from various recruitment personnel. The survey was forwarded to over one thousand individuals involved in the hiring process that were either the decision makers or influencers and it was designed to explore their opinions on whether character had any impact on recruitment and hiring of employee candidates.
The early research data results might suggest that one significant set of virtues clearly leads all others. When 50% of organizations surveyed were asked to re-rank a list of the top ten desired traits in order of importance, 92% of those respondents specifically placed honesty and integrity as one of their two highest hiring priorities. This response has a very interesting significance when studied against the other 50% who were given no specific list, but were asked to create and rank 10 of their own pre-requisite hiring traits. In their case, honesty and integrity were listed in the number one and two rankings 85% of the time. Further, ethics and “doing the right thing” were also present in sizable numbers. Ongoing analysis of this research data, and a follow-up survey will be initiated in an attempt to more clearly define the true motivations behind some of our initial findings on employer hiring practices.
What we think about what employers say about character…
What are we to think? Headlines abound that would suggest the opposite of those findings! Why this apparent attraction with the overall subject of character and why the similarity in what the two groups think about the same basic questions? Could it be that without being “reminded” about a positive character trait, nearly 85% of employers surveyed were actually passionate about this one? Or, could it be that they, along with those who were given the list including honesty and integrity, ranked it so highly because it was the “politically correct” thing to list - sort of a damage prevention approach that helps keep one out of jail or away from suits by the ACLU? Would consideration of adverse impacts to the bottom line drive that choice? (Our survey reveals that 98.8% believe “lack of character” does just that!) Are they responding to a gut-level sense of altruism? Do they actually have a deep core of respect for morality and feel that the pool of candidates, armed with positive character traits is dwindling? (60% said “yes”!) Do the pressures of time demands, profitability, (or apparent profitability based on the slickest of accounting subterfuge,) or the effects of the ever changing, “quick-sand-ish” nature of employee relations prevent them from prioritizing what they think maintains their core organizational culture? (89% feel that a lack of character adversely effects their organizational culture and well-being.)
What we know about character-based hiring…
What do we know? At Cedarville University we acknowledge and appreciate the many employer requests for students to interview with them because they know “what kind of person” they’ll get from our institution. What are they really saying? They want to interview and hire young people of character! Is Cedarville the only place where those traits can be found? Heavens no! There are other quality institutions in our constituency who also turn out wonderfully grounded, stable young people of character.
What do we know? We know that the optimum location for the development of the “who we are” nature of character is in the living room. We know that family, living room taught disciplines, development of virtues, and dialogue on reasons, in addition to rules, could be the best developmental laboratory for the growth and practice of good character traits. We know that while less effective, the next best setting is the classroom, where teachers must model and mold strong character though example and dialogue. We know that there is the event room, where collegiate “leadership and character” training often takes place. Finally, we know there is the boardroom, the corporate level where character is assumed. Our ability to have meaningful impact diminishes with each level.
Clearly, the ENRON and Anderson headlines of the late months of 2001 and the government hearings following in early 2002 revealed a lack of character with each new detail. They underscored the fact that you cannot assume that the boardroom will be stable if the foundational underpinning in the other three rooms is missing. Good character has been defined as the actions one takes and decisions one makes when there is no one watching who could guarantee accountability. Clearly, the decisions made and actions taken in the ENRON debacle demonstrated an unparalleled executive arrogance and disregard for integrity, honesty, and accountability.
What we must do to prepare young people of character for life ministries in the workplace…
As Christians, we must continually demonstrate good actions. Years ago, I read that the “average person,” (probably you or I) has the opportunity to impact 500 people, positively or negatively over a lifetime, most of whom are so influenced without our knowing it.
As Christians:
* we must seek wisdom: “knowing what is right” – “For the Lord gives wisdom, and from His mouth comes knowledge and understanding.”
* we must strive to demonstrate integrity: “doing what is right” – “the just man walketh in his integrity: his children are blessed after him.”
* we must be compassionate: “doing what is right - kindly” – “therefore, as God’s chosen people, holy and dearly loved, cloth your selves with compassion, kindness, humility, gentleness and patience.”
* we must be honest: “speaking the truth with compassion” – “therefore, putting away lying, speak every man the truth to his neighbor.”
* we must be just: “acting on the truth with compassion” – “This is what the Lord Almighty says: administer true justice: shown mercy and compassions to one another.”
* we must keep our promises: “making our word our bond” – “Lord, who may dwell in your sanctuary?...He who... Keeps his oath, even when it hurts.”
* we must pursue excellence: “being and doing our very best … always” – “ if anything is excellent or praiseworthy, think on these things.”
Reputations are hard earned and easily lost. If we are to be involved in doing “Kingdom things” in our daily life experiences, including those that are part of the workplace activities, we must understand our role in “having our lives read as a living gospel before men.” We must be involved in the growth and modeling of good personal character traits and we must encourage that growth in those on whom we have influence so that they, in turn, can positively influence the workplace for Christ. If, for whatever reasons, employers are looking for people of character, let’s give them some!
In addition to assisting with the Cedarville University Admissions effort, the Career Services Department provides assistance to students and graduates in career and life-ministry employment disciplines, among which are: skills, abilities and personality and values assessment, job searching, networking, application and resume assistance, interviewing, and life-long career strategies .
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