The 4 C’s
– From Mitch Barns Blog
Competence, Chemistry, Character, and Culture. The 4C’s is one of HR’s principles during interview:
• Competence: Does this person have the level of intelligence, skills, and experience that we require for the role? When in doubt, keep the bar high.
• Character: Does this person have the integrity and standards to do what is ‘right’ for our Clients and Nielsen – always? Are we confident in how he/she will respond under pressure? There should be no doubt here.
• Chemistry: This is simple. Is this someone who you would (very) happy to work with on a regular basis? Is there a good rapport, an easy “connection”? (See below for some more thoughts on “chemistry”.)
• Culture: This one is about “fit” with our company’s way of operating and our values, including open, simple, integrated. Further, does this person show energy, optimism, kindness, a team-first attitude, and a bias for action? Will this person add to, or subtract from, the inspiration of the team?
I like this framework because it is simple, easy to remember and use, and it helps me to be sure to form a well-rounded assessment of a candidate (vs. focusing too much on just one area…for instance, “competence”).
A few more words about “Chemistry”. I’ve read that at Google, when the company was growing fast in its early years, the two founders would interview almost every candidate to join the company. After the interview, they would ask themselves whether the candidate passes the “Airport Test”. They way defined the “Airport Test” was like this: “If I were at the airport with this person and we just learned that our flight was delayed for 3 hours, how would I feel? Would I dread being stuck with this person for the next 3 hours, or would I look forward to it?”
What do you think of the 4C’s? Do you like the idea of the “Airport Test”?