Great Lakes Wire

Hiring decisions can have a lasting impact on an organization’s culture and reputation. According to Warren Buffett, “Somebody once said that in looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if you don’t have the first, the other two will kill you. You think about it; it’s true. If you hire somebody without [integrity], you really want them to be dumb and lazy.” This perspective prompts leaders to consider which qualities are most important during the hiring process.

While intelligence and drive are valued traits in potential employees, these qualities can become liabilities if not accompanied by integrity. Employees who lack integrity may pose risks that outweigh their skills or work ethic, including damage to an organization’s reputation and internal trust.

Organizations often find that integrity cannot be determined from a résumé alone. Instead, it is revealed through interviews and observation of past behaviors. To address this challenge, employers are encouraged to use specific interview questions aimed at understanding a candidate’s values and ethical standards.

A list of 12 interview questions adapted from Inc.com has been suggested as a tool for employers seeking to evaluate integrity in candidates. These questions focus on scenarios involving fairness, trustworthiness, handling ethical dilemmas, and reflecting on personal values within team environments.

Leaders are reminded of their responsibility to foster workplaces built on trust and collaboration. By prioritizing integrity during the hiring process, organizations can strengthen their teams and create cultures that endure challenges over time.

Mary E. Corrado provided this perspective as a courtesy of SBAM-approved partner ASE.