Jaden McCannGuestPaul AdamsHost
And no matter how long I haven't been an HR executive, some of the things will never leave my mind.

I want people who will take accountability and initiative, who are open and honest.

And when I say open and honest, it's really easy to say, to give feedback and say, I'm being honest.

I think it's a lot harder for people to be open to hearing that feedback in return.

But the big thing I look for, and when you say A players, right, A players, hire A players, B players, hire C players, right? You've heard strategy before.

Insecure leaders hire people that are not as good as them because they're afraid to hire people that are as good or better than them and fear they're going to take their job.

So I really, it's hard, you know, to ask interview questions around, hey, are you secure in yourself? But really, as a leader, if you're insecure and not fully secure in yourself, and I would work on that first.

And then when looking for people within those organizations, I do, I look for self-security.

I look for those A players who will take accountability and ownership and dive in and take initiative without having to be asked.

And truly those A players who want to see everyone around them build and grow and become an even better, I see, individual contributor or leader than they were so that everyone in the organization can succeed together.

I've seen so many times people be able to develop this idea security within an organization because they have control.

And no matter how long I haven't been an HR executive, some of the things will never leave my mind.

I want people who will take accountability and initiative, who are open and honest.

And when I say open and honest, it's really easy to say, to give feedback and say, I'm being honest.

I think it's a lot harder for people to be open to hearing that feedback in return.

But the big thing I look for, and when you say A players, right, A players, hire A players, B players, hire C players, right? You've heard strategy before.

Insecure leaders hire people that are not as good as them because they're afraid to hire people that are as good or better than them and fear they're going to take their job.

So I really, it's hard, you know, to ask interview questions around, hey, are you secure in yourself? But really, as a leader, if you're insecure and not fully secure in yourself, and I would work on that first.

And then when looking for people within those organizations, I do, I look for self-security.

I look for those A players who will take accountability and ownership and dive in and take initiative without having to be asked.

And truly those A players who want to see everyone around them build and grow and become an even better, I see, individual contributor or leader than they were so that everyone in the organization can succeed together.

I've seen so many times people be able to develop this idea security within an organization because they have control.
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