(Published March 9, 2009)

"May the best man win." Really? How often does that actually happen? Take "American Idol" — there are lots of genuinely gifted voices eliminated during the early rounds each season, while less talented singers who possess that certain je ne sais quois move on each week towards the finals.

The most talented singer, the most beautiful wanna-be model, the most graceful ballroom dancer, the most qualified job applicant…. After a certain point, they've got to have something else going for them, besides their qualifications, if they really want to succeed. Whether the backdrop is reality TV or your own workplace, picking the "right person" for the job often seems to come down to one thing: likability.

Is that so wrong? In theory, all job applicants who make it to the interview stage are at least minimally qualified for the job. The applicants who aren't qualified have presumably been weeded out by that point (along with those who are overqualified and seeking too high a salary, which is growing more common in this economy).

The main purpose of the hiring interview is to get a feel for the applicant, to see if I can envision them working for and with me. Sure, it's also a chance to ask questions about gaps in employment history and other red flag issues raised in their résumé or application form, but let's face it: These questions could be asked and answered just as easily by phone or e-mail. Can you imagine "interviewing" applicants by e-mail alone, and hiring someone sight unseen? Of course not!

Some people insist that hiring for fit is really just a thinly disguised form of discrimination. They assume that hiring managers are looking to hire clones of themselves and their homogenous colleagues, and that "fitting in" is just an excuse for hiring another white person for an all-white department, or hiring a man for an all-male workplace.

I disagree. It's true that closed-minded people will always find some excuse to only hire "one of their own." But for those of us who value diversity, likability is not based on similarities at all. In fact, there's nothing more exciting than finding someone "different" who can add a new perspective and a new energy to the organization.

Other attributes that I believe make a likable applicant (and desirable long-term employee):

Confidence — Someone who shuffles into the room, eyes glued to the floor, who basically apologizes for their presence, isn't going to fill me with confidence about their ability to handle a simple conversation, let alone a demanding job.

Humility — Highlighting accomplishments during an interview is one thing, bragging incessantly is another. I have no desire to work with someone who sees no room within themselves to learn and grow. Plus, giving feedback to such a prima donna would be a nightmare. 

Focus — Making eye contact, answering questions without rambling, asking relevant questions of their own…these are things that not only make for a dynamic job interview but are also qualities I'd want to see later on in meetings. 

Humor — No, I'm not looking to hire a stand-up comic, but there's nothing drearier than spending an hour interviewing someone who doesn't crack a smile the whole time...except for the thought of working alongside said stick-in-the-mud day after day. 

Professionalism — Someone who's well-groomed, has their act together, doesn't trash talk their former employer/manager/co-workers…. All of this will put me at ease during the interview and will ultimately reassure me that I'm not about to hire someone who will reflect badly on me. 

True, you might be in for an unpleasant surprise if, after hiring them, you find out the applicant's "nice guy" routine was just an act. But hey, at least you can then add "acting" to their list of new and interesting talents they've brought with them into your workplace!

Eileen Mager
Writer