A recent online article from Inc. Magazine reports on a speech by LinkedIn’s CEO Jeff Weiner at the ASU GASV Summit (see https://www.inc.com/justin-bariso/in-just-3-words-linkedins-ceo-taught-a-brilliant-lesson-in-how-to-find-great-peo.html). It focuses on Mr. Weiner’s belief that firms should hire for skills and attitudes rather than educational pedigree. The article labels this insight as ‘brilliant’ though it could be argued that the term better describes the quality of click bait than the insight it provides. But let’s not quibble.
The article however really caught my attention when it states that the qualities LinkedIn looks for when hiring staff include ‘passion and fire, a great work ethic, perseverance, loyalty and a growth mindset’. I read that list of attributes several times and try as I might to see those as unequivocally positive attributes, all I could think of was how many times those same words are code for what some tech firms really want to hire, which is enthusiastic (dare I say naïve) workaholics willing to do whatever is necessary to meet their stretched-out goals while being absolutely loyal to a company that believes this should be their idea of a good time.
Though the article makes no mention of it, I am sure the ‘loyalty’ they refer to is a total two-way street. The company likely also has a super concierge service that conveniently takes away the nuisance of going home to cook, do laundry and spend undue time with one’s family…that said, I am sure that family values is somewhere on the list of desired attributes.
About the Author
Robert Hebert is the founder and Managing Partner of StoneWood Group Inc., a leading executive search firm in Canada. Since 1981, he has helped firms across a wide range of sectors address their senior recruiting, assessment and leadership development requirements.