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CONTRACTOR'S CORNER Hiring: Do It the Steve Jobs Way by Patrick Valtin im was the perfect candidate with many years of solid experience as a professional sales rep, and he had an obvious talent of persuasion and communication skills. But the hiring manager had some strong reservations during the interview. Jim's strong focus on results 'right now' and a certain aggres- siveness that could probably overwhelm or upset clients were some of the charac- teristics he was concerned about. In regard to Jim's focus on the J purposes of the company, its role in the community, the vital importance of innovation, and unselfish dedication to excellence, he did the perfect job. He sold himself like never before and got hired. Four months later, Jim was fired for lack of vision, lack of dedication, and worst of all, for his lack of honesty in his intentions. The manager knew he had to hire "the Steve Jobs way," but he had no real clue as to how to do it. He hired what he saw and what he heard "at the moment." He was trapped by Jim's salesmanship talent. And he was fooled by Jim's hidden intentions: to get the job, "no matter what needs to be said…" Steve Jobs' Hiring Philosophy Steve Jobs was an amazing and uncon- ventional leader in many respects. His reputation as the best entrepreneur of our time can be summarized in a few words: He and his top executives never compro- mised with the talents and qualifications required of their employees. He person- ally interviewed over 5,000 applicants during his career. He and his executives considered very different qualities in people than most business owners do. When you thoroughly analyze Apple's philosophy of hiring, you find out that 36 CoatingsPro J July 2012 there has always been fundamental, un-compromising attributes needed to get a job at Apple, Inc. You, too, can apply these attributes when you look at attracting top players — and ensure you avoid trouble makers. To help you in the hiring process, here are the main "Apple selection attributes." 1. Vision-minded. Everyone joining the company must have a clear picture of its management vision – and fully agree to fight for it, to defend it, and to live with it every day. Applicants who do not seem to get it are systematically rejected. When you hire people who don't seem to agree with or care about your company vision, you are poten- tially employing future enemies. 2. Innovation-minded. Steve Jobs always emphasized the vital importance of hiring people who are innovative – willing to create something from nothing. Applicants are first chosen for their ability and willingness to constantly create, rather than for their Credit: Matthew Yohe | Creative Commons technical competence. 3. Future-minded. Employees at Apple are driven by their leader's vision of the future, and they contribute every day to creating the future, more than just beating the competition. Each of them owns the future of the market because they know they can contrib- ute to creating it. The eagerness to create, not follow, the future is a vital attribute observed in top players, no matter the industry. 4. Passion-minded. Steve Jobs' first principle was: "Do what you love." People are hired because they love the product, the company, and its vision. Applicants who do not demonstrate a genuine passion and "love" for the company's purposes and business philosophy will never make it. 5. Contribution-minded. A statement given by an Apple recruiter is clear enough: "We didn't want someone who desired to retire with a gold watch. We wanted entrepreneurs, demonstrated