You are looking for employees? The CKC formula helps!

Keep in mind that each team develops its own culture.

In my opinion, the CKC formula ("character-competence-chemistry formula") offers a helpful approach. The CKC formula focuses your attention on the three important factors of character, competence and chemistry - in that order, please.

Character:

Please believe me: Without wanting to belittle professional competence, your attention in the search for suitable employees should first be on their character. I am of the opinion that a lack of specialist knowledge can be learned, but character deficits cannot. There is no substitute for good character. Sincerity, commitment, openness to new things, team orientation or willingness to make corrections are human qualities that are particularly valuable in a performance-oriented environment.

If you make mistakes when hiring in this area, it can be costly. An arrogant or insincere employee can cause more grief than you would like within a very short time. By the way, don't be confused by the age of the applicant. There are an astonishing number of older professionals who are "young" in the head and an alarmingly high number of young people who are "old" in the head.

Expertise:

The second look should, of course, be at the professional competence. Is this an applicant with solid specialist knowledge? Is this knowledge of a theoretical nature or is it complemented by relevant professional experience? What about linguistic skills? Is the candidate able to communicate complex issues simply and coherently or to assert his or her own point of view in an appreciative manner? What kind of initiative for professional advancement can the applicant demonstrate?

Chemistry:

The third and final part of the CKC formula, chemistry, should not be underestimated. Remember: you may be working together for an extended period of time. It may be that your (lack of) success is directly related to the potential employee's performance.

If you are sloppy at this point, it can cost you strength and speed. Power, because you have to overcome interpersonal hurdles. Speed, because potential misunderstandings need to be preempted and actual ones need to be reworked, so you need to allow more time for communication.

If you discover deficits in your applicants with regard to one of the factors mentioned, then I advise you to refrain from hiring them.

More tips

Keep in mind that every team develops its own culture. Be aware of your team culture. Are the dress style and etiquette formally polite or casual? Does the new hire fit in with the team? What good is a secretive, highly competent loner if your team excels at fast and transparent communication? Conversely, if your job requires the utmost discretion, you need people who not only understand this, but can bring it to life.

Be transparent with your team about your motivations. It has been shown time and again that people would rather shoulder extra work for a while longer than have to come to terms with a "rotten egg". Question: Go through your last new hires in your mind. Would a careful look at the factors of character, competence and chemistry have resulted in a better decision?

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