Hiring: Know Your Employee Types
There are many types of employee personas. It is important that you understand the right one and what their motivations are. This is only scratching the surface. The goal of of this article to to help you understand the pitfalls of each type of employee you may hire and to make sure you have incentives and motivations correct.
“Know Your Men, Know Your Business, Know Yourself”
Entrepreneurial
When to hire:
Entrepreneurial employees are a good fit for organizations that are looking to innovate, grow, or enter new markets. They thrive in fast-paced environments where they can take risks and have a high degree of autonomy. They may be a good fit for startups, smaller companies looking to scale, or larger organizations looking to shake up their culture or approach.
When to avoid:
Entrepreneurial employees may not be a good fit for organizations that require a high degree of structure or have well-defined processes and procedures. They may also struggle in environments that are highly bureaucratic or risk-averse. Additionally, entrepreneurs may be less effective in roles that require them to work within a team or follow established protocols.
Benefits:
Entrepreneurial employees can bring a lot of benefits to an organization, including innovative thinking, strong work ethic, leadership skills, business acumen, and the ability to attract funding or partnerships.
Drawbacks:
Entrepreneurial employees may struggle to adjust to a structured environment or work within a team. They may also take excessive risks or have difficulty delegating tasks to others. Additionally, they may have higher salary expectations or short-term commitment to the organization.
Risks:
Hiring an entrepreneurial employee can be risky, as their independent thinking and risk-taking behavior can sometimes lead to poor decision-making or conflicts with other team members. Additionally, if the employee leaves the organization, they may take valuable contacts or intellectual property with them.
Motivations:
Entrepreneurial employees are often motivated by a desire for autonomy, creative freedom, and the ability to take risks and pursue new opportunities. They may also be motivated by a passion for their work or a desire to make a significant impact in their industry or market.
Critical experiences:
Entrepreneurial employees may have a wide range of experiences, but common critical experiences may include starting or growing their own businesses, leading teams, and pursuing innovative projects or ideas.
Hiring approach:
When hiring an entrepreneurial employee, it's important to assess their fit with the organization's culture and goals. Conducting behavioral interviews and asking for examples of past projects or initiatives can help determine whether the candidate is a good fit. Additionally, it may be helpful to provide opportunities for autonomy and creativity within the role to help the employee feel engaged and motivated.
Compensation structure:
Entrepreneurial employees may expect higher salaries or equity in the organization. Offering a performance-based compensation structure or profit-sharing plan may help align their goals with the organization's success.
Myers-Briggs personality type:
Entrepreneurial employees may have a variety of personality types, but common types may include:
ENTP (Innovative, strategic, and risk-taking)
ENTJ (Assertive, ambitious, and strategic)
INTJ (Innovative, independent, and analytical)
Steady Eddie
When to hire:
Steady employees are a good fit for organizations that value stability, reliability, and consistency. They thrive in environments that prioritize structure and clear expectations, and may be a good fit for larger organizations or those with well-defined processes and procedures.
When to avoid:
Steady employees may not be a good fit for organizations that require rapid innovation, risk-taking, or a high degree of autonomy. They may also struggle in highly dynamic or fast-paced environments, where there may be frequent changes to job responsibilities or priorities.
Benefits:
Steady employees can bring a lot of benefits to an organization, including reliability, consistency, strong work ethic, and a commitment to the organization's success. They may also be less likely to leave the organization, providing greater stability and continuity.
Drawbacks:
Steady employees may be less likely to take risks or pursue new opportunities, which could limit their potential for growth and innovation within the organization. Additionally, they may be less likely to challenge the status quo or suggest new ideas, which could limit creativity and problem-solving capabilities.
Risks:
Hiring a steady employee can be risky if they become complacent or disengaged in their role. Additionally, if they are resistant to change or new ideas, it may be difficult to adapt to evolving market trends or industry disruptions.
Motivations:
Steady employees are often motivated by job security, clear expectations, and a sense of purpose or fulfillment in their work. They may also value stability and predictability in their work environment.
Critical experiences:
Steady employees may have a variety of critical experiences, but common ones may include a long tenure with a previous organization, consistent job performance over an extended period of time, and a willingness to learn and develop new skills within their role.
Hiring approach: When hiring a steady employee, it's important to assess their fit with the organization's culture and values. Providing clear job expectations, opportunities for professional development, and a supportive work environment can help retain steady employees and keep them engaged.
Compensation structure:
Steady employees may be less likely to prioritize salary over other factors, such as job security or work-life balance. Offering competitive compensation and benefits, as well as opportunities for career advancement, can help retain steady employees and encourage long-term commitment to the organization.
Questions to identify:
What motivates you in your work?
How do you handle change or uncertainty in your job responsibilities?
Can you describe a time when you took initiative to improve a process or procedure in your previous role?
What kind of work environment do you thrive in?
How do you handle stressful situations in the workplace?
Myers-Briggs personality type:
Steady employees may have a variety of personality types, but common types may include:
ISTJ (Reliable, practical, and responsible)
ISFJ (Dedicated, reliable, and detail-oriented)
ESTJ (Practical, dependable, and organized)
Salary Hopper
When to hire:
Job hopper employees may be a good fit for organizations that value a diverse range of skills and experiences, or those looking to shake up their culture or approach. They may be well-suited for roles that require adaptability, creativity, and a willingness to take risks.
When to avoid:
Job hopper employees may not be a good fit for organizations that prioritize stability or long-term commitment. They may also be seen as disloyal or lacking in commitment, which could create friction within the organization.
Benefits: Job hopper employees can bring a diverse range of skills and experiences to an organization, and may be able to identify new opportunities or solutions that others may have overlooked. They may also be highly adaptable and able to pivot quickly if a project or strategy isn't working.
Drawbacks: Job hopper employees may struggle to build strong relationships or establish a sense of loyalty within the organization. They may also be seen as opportunistic or lacking in commitment, which could lead to conflicts with other team members.
Risks: Hiring a job hopper employee can be risky if they leave the organization shortly after being hired, or if they take valuable contacts or intellectual property with them. Additionally, they may be more likely to take risks or pursue their own agenda, which could conflict with the organization's goals.
Motivations: Job hopper employees may be motivated by a desire for professional development, higher salaries or better benefits, or a search for more interesting or fulfilling work. They may also be motivated by a desire for variety and new experiences.
Critical experiences: Job hopper employees may have a wide range of critical experiences, but common ones may include working in multiple industries or roles, taking on leadership positions or challenging projects, or working with a diverse range of colleagues or clients.
Hiring approach: When hiring a job hopper employee, it's important to assess their fit with the organization's culture and goals. Conducting behavioral interviews and asking for examples of past projects or initiatives can help determine whether the candidate is a good fit.
Compensation structure: Job hopper employees may expect higher salaries or better benefits, as they may be accustomed to receiving compensation increases with each job change. Offering a performance-based compensation structure or profit-sharing plan may help align their goals with the organization's success.
Questions to identify:
What motivated you to change jobs in the past?
How did you adapt to new roles or industries?
Can you describe a project you worked on that challenged you?
How do you approach risk-taking in your work?
What would motivate you to stay with an organization for the long-term?
Myers-Briggs personality type: Job hopper employees may have a variety of personality types, but common types may include:
ENFP (Creative, curious, and adaptable)
ESFP (Energetic, outgoing, and adaptable)
ESTP (Practical, adaptable, and action-oriented)