最适宜工作公司招人最看重这些

我们邀请请美国顶尖企业的首席执行官介绍招聘员工最看重的素质，入选企业都在《财富》2017年度“最适宜工作的100家企业”榜单中。

企业文化始于每位员工，所以营造健康的工作环境要从招聘做起。可以肯定的是，大部分企业都希望员工有才能、胜任工作、有奉献精神，但各家对员工的具体要求和甄选方式却各不相同。

受访首席执行官表示，除了岗位要求的专项技能，他们还希望员工具备一些软性的，不那么明显的能力，比如“认同企业文化”、“热情”和“好奇”等。

以下是十位受访首席执行官描述的理想员工。

韦格曼斯食品超市

2017年度“最适宜工作的100家企业”第二名

首席执行官丹尼·韦格曼：“我们喜欢真正关心他人，愿意尽其所能为他人服务的员工，其他技能都可以教。我们还希望员工能以高标准要求自己。如果我们要卖全球最好的产品，提供最佳服务，就需要一支秉持高标准的队伍。如果员工两种素质兼备，就开了个好头。”

基因泰克

2017年度“最适宜工作的100家企业”第六名

首席执行官伊安.T.克拉克：“有好奇心，谦虚，善于合作，对专业领域有热忱，对成就伟业满怀渴望而且动力十足。”

Intuit

2017年度“最适宜工作的100家企业”第13名

首席执行官布拉德·史密斯：“认同公司的价值观，视失败为学习的机会，靠情商和好奇心把握行为，而不是智商。每次面试我都会让求职者说说职场犯过最大的错误是什么，从中汲取了什么教训。”

大众超市

2017年度“最适宜工作的100家企业”第21名

首席执行官托德·琼斯：“职业技能方面都可以教，但理想的员工应该热爱服务他人。我们想找积极跟客户和同事交流思想和感情的人。”

普华永道会计事务所

2017年度“最适宜工作的100家企业”第23名

美国董事长兼高级合伙人蒂姆·瑞安：“我们要找的人不仅要具备高超的职业素养，还要具备其他素质。我们希望员工情商高，有创造力，才能在瞬息万变的世界上不断求胜。我们需要能激发自身和他人潜力的领导者，他们心胸开阔而包容，带领多元化的团队为客户，为世界面临种的种挑战寻找最佳解决方案。”

全球最大户外用品连锁公司REI

2017年度“最适宜工作的100家企业”第29名

首席执行官杰瑞·斯特里茨克：“理想员工是热爱户外运动并希望运用技能与经验推广户外运动的人。我们希望真心与客户交流的员工，要跟客户建立合作关系，我们的员工对公司所有业务都发挥着重大作用。我们还希望员工加入公司前就已经认同我们的核心价值观和信条。”

凯悦

2017年度“最适宜工作的100家企业”第32名

首席执行官马克·霍普拉马斯安：“我们招聘时不是特别看重特定的技能，而是性格和成长的心态。我们相信，好奇心、热忱和对学习的热爱比过去的工作经验更重要。有同情心和同理心才能真正关爱关爱他人，同情和同理心是无法从书本上学到的，却能产生非常好的效果。”

玛氏公司

2017年度“最适宜工作的100家企业”第50名

首席执行官格兰特.F.里德：“我们要聘请有企业家精神的人，他们愿意挑起重任，面对挑战无所畏惧，能灵活应对。”

罗氏诊断产品有限公司

2017年度“最适宜工作的100家企业”第70名

首席执行官塞弗林·舒万：“现在的理想员工要在日常工作中表现出有志气和好学精神。我们招人不会只盯着某些技能，而是看重求职者成长的心态，关注自身成长的人怀有热忱，接受失败，而且会推动革新。”

梅奥诊所

2017年度“最适宜工作的100家企业”第84名

首席执行官约翰.H.诺斯沃迪：“梅奥诊所要找赞同公司价值观，愿意行善，乐于成为团队一员的人。我们招聘的理念紧紧围绕着诊所和创始人的核心价值观，希望员工具有多种重要的素质，包括尊重他人、有同情心、讲诚信、有医者仁心、讲求团队合作、业务优秀，具有创新精神和服务意识等。梅奥诊所的员工流失率很低，聘用意向接受比例通常高达95%以上，原因便是招聘过程中严格根据核心素质筛选应聘者。”（财富中文网）

译者：Pessy

审稿：夏林

We asked the CEOs of the nation's top employers—every company on Fortune's 2017 100 Best Companies to Work For list—to name the single most important thing they looked for in a potential hire.

Because company culture starts with the people who work there, building a healthy work environment starts with the hiring process. While it’s safe to assume most businesses want talented, competent, engaged workers, what this means and how it is applied varies from organization to organization.

But in addition to the technical skills required to do a specific job, these CEOs said they often were looking for the softer, less tangible abilities, such as “culture fit,” “enthusiasm,” and “curiosity.”

Below, 10 CEOs on the list share what makes an ideal candidate.

Danny Wegman, CEO of Wegmans Food Markets (ranked #2): “We look for people who genuinely care about others and are happy to serve in whatever ways are necessary. We can teach just about any other skills they need. We also look for high standards. If we’re to sell the best products in the world and have the best service in the world, we need a team committed to high standards. If we can find these two traits, we’re off to a pretty good start.”

Ian T. Clark, CEO of Genentech (ranked #6): “Curiosity, humility, collaboration, passion for their field, and the desire and drive to accomplish something great.”

Brad Smith, CEO of Intuit (ranked #13): “People who live our company values, who treat failures as learning opportunities, and who lead with their emotional quotient and their curiosity quotient, rather than their intelligence quotient. In every job interview I ask the candidate what their biggest mistake has been and what they learned from it.”

Todd Jones, CEO of Publix Super Markets (ranked #21): “We can teach people the technical skills, but what makes an ideal candidate is someone who is committed to serve others. We look for people who are passionate about connecting with the hearts and minds of their customers and their co-workers.”

Tim Ryan, US Chairman and Senior Partner, PwC (ranked #23): “While we look for people with great technical skills, we want for more. We want people with the emotional intelligence and creativity to be successful in a world that is moving fast. We need people who can lead themselves and others, and who have an open and inclusive mindset so they can bring together diverse teams to get to best solutions to the challenges facing our clients and our world.”

Jerry Stritzke, CEO of REI (ranked #29): “We’re looking for people who love the outdoors and want to align their skills and experience with this purpose. We look for people who connect with customers because, as a co-op, our members play a big role in everything that we do. And we also want people who come to the co-op already living by our core values and beliefs.”

Mark Hoplamazian, CEO of Hyatt Hotels (ranked #32): “We hire more for personality and growth mindset than specific skill set. We believe curiosity, passion and a love of learning together can be greater than a person’s previous experience. Care comes from a place of empathy and understanding—traits you can’t learn from a book but that produce better results.”

Grant F. Reid, CEO of Mars (ranked #50): "We’re looking for people who have an entrepreneurial spirit – people who relish taking on big responsibilities and are agile and bold when tackling challenges."

Severin Schwan, CEO of Roche Diagnostics (ranked #70): "Today, the ideal candidate has the ambition and ability to demonstrate learning agility every day. No longer do we hire for specific skills, but rather we focus on individuals who bring a growth mindset, where they embody passion, embrace failure, and create change."

John H. Noseworthy, CEO of Mayo Clinic (ranked #84): “At Mayo Clinic, we look for people who share our values, who want to do good and who enjoy being part of a team. Mayo’s hiring philosophy is firmly rooted in the core values of the clinic and our founders. With this focus, it is critical that prospective employees have demonstrated qualities including: respect, compassion, integrity, healing, teamwork, excellence, innovation and stewardship. Mayo rigorously screens candidates for these qualities throughout the hiring process as evidenced by low annual turnover rates and offer acceptance rates commonly above 95 percent.”