The Worker Every Company Wants but Never Asks For
Christopher Donaleski, CEC
People-First Digital Strategist | Bridging Technology, Decision-Making & Human Experience | Advisor | Speaker | Change Architect
When did you last check your internal job board, scroll through LinkedIn, or actively search for a new job? While the immediate impacts of COVID-19 have passed, the long-term effects on how companies operate, innovate and hire remain. Many organizations have adapted their customer delivery methods and internal processes, which has been a necessary evolution. However, even in 2024, there’s still been little focus on transforming the hiring process itself.
In the post-pandemic world, many tasks once handled by employees have either been automated or significantly restructured. This shift has revealed something critical: management has discovered that while not everyone can do every task, a large portion of work can be taught or automated. The idea that every business process is unique has been challenged, yet many companies focus on task-based, experience-heavy job descriptions.
Here’s the question we should be asking: if most processes can either be automated or taught, and businesses are adapting faster than ever, why are job descriptions still so focused on past experience instead of future potential?
Let’s shift focus. As a project manager on a multi-billion-dollar project, I was sometimes responsible for hiring 5-10 people a week. While certain roles required certifications and years of experience, for many positions, I prioritized hiring individuals with strong core values, motivation to learn, and the ability to question the status quo. I didn’t want employees who accepted every answer as truth but those who were thoughtful without being disruptive. Core values like integrity, curiosity, and self-motivation were key in these hires.
In today’s market, these are the traits that companies should prioritize in their hiring:
These qualities sound great, and you’ll often find them in job descriptions. But here’s the problem: by focusing so much on tasks and experience, businesses often overlook people who are indirectly qualified but have the potential to excel.
As Henry Ford once said, "If I had asked people what they wanted, they would have said a faster horse." In the same way, many hiring managers don’t know what they need, and just because someone hires people doesn’t mean they’re good at it.
In 2024, the barriers to success aren’t technology or knowledge—they’re application and execution. Knowing is easy, and learning is easy, but applying is where things often go wrong.
As Leonardo da Vinci said, "Knowing is not enough, we must apply."
If you want to change your company culture for the long term, it’s time to shift your focus to people. Empower them with critical thinking skills, emotional intelligence, and the ability to learn. This will impact your company’s future more than any other innovation.