
I think of myself as being a good judge of character 95% percent of the time. We respond to people not as who they are but as we are. Our experiences all play a big part in how we interact with others. The old adage, “Don’t judge a book by its cover” is outdated in my opinion. We don’t judge a book by its cover, we judge a book based on other books we have read, genres we prefer and other personal preferences.
I am deeply interested in the human condition, what makes us collectively human and the individual human experience. This stands me in good stead as someone who recruits for the medical industry in South Africa. It is a country that has a diverse melting pot of cultures, languages and people which is well showcased in the medical industry in South Africa within the public and private sector. It is not simply enough to look at someone’s qualifications, skill set and experience when sifting through candidates for a specific client. Questions like, “What is this person’s persona?”, “What kind of candidate would do well in this specific working environment, work culture and team?” Become of paramount importance for longevity and long-term success within a role.

We really do recruit people and not resumes, which is why we have such a rigorous and multi-faceted recruitment journey that we take a candidate through. There are certainly many qualities of importance when looking at a candidate but for me, Grit would be the one I place the greatest importance on. When speaking to a nursing candidate the other day, I asked her what are some of the greatest challenges that she has faced as a nurse. Her reply was, “Convincing ill patients to eat food themselves instead of keeping it aside to take to their kids as the sole breadwinner. Helping a patient to get hold of a neighbour to take care of their 3- and 5-year-old alone at home so that they can focus on their recovery.”
While “grit” may be something I place importance on, my fellow teammate may be looking out for other qualities. Qualities that are of importance to them or of importance to the role. Questions like “Is this person reliable, how do members of their current team seem to respond to them?”, all help to create an overall view on who this person is. It is important to have more than one view on someone to create a more comprehensive and holistic look at who the person is.
Finding great talent is about listening. Yes, there are certain boxes that a candidate must tick but by asking the right questions, you can start to colour in who this person is. Some of the traits that we place value on have very little to do with the person’s CV. An example of this is a candidate who despite being in a difficult situation will find a way to let you know that they will be late or unable to make the scheduled interview time versus a candidate who just doesn’t show and is unresponsive to communication despite being the ones that have applied themselves. This speaks volumes about the kind of person this person will be in a role. Are they accountable, and trustworthy, do they have an attention to detail? This is especially important when looking for a patient administrator in a Doctor’s practice. And this can be assessed before an interview has even begun.

For nursing candidates, it’s essential to seek individuals who prioritise community over self, and teamwork over personal accolades. The ideal candidate embodies a blend of empathy and grit. One way we assess this is by giving candidates the space to describe a typical day at work. The responses often fall into two categories:
“I’m so overworked and unhappy in my current role. I’ve only been here for two months, and I’m already looking for something else.”
“I love being part of a patient’s journey, watching them go from ill to fully recovered. A tough day for me is when a lack of teamwork causes patients to suffer.”
From these responses, you can discern who is self-focused and who is community-focused—all by simply listening.
When it comes to recruitment, attitude matters far more than a CV. A candidate’s mindset and approach to challenges are what drive lower turnover rates and higher retention. So, I challenge you, dear reader: the next time you’re in a social setting, truly listen. Is the person speaking only about themselves? Are they focused on others? Can they listen? Do they draw people in or push them away? Are they energy givers or energy takers?
People will always tell you who they are—if you’re willing to listen.
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