21st Century Recruiters: Hire the Superhero-Whackadoodle Lites

We learned in blog II last week from Linda Swindling, influence and negotiation strategist, how to avoid the Top 5 energy drainers during the interviewing process.  In the final blog, I would like to share stories and thoughts on the Top 5 energy drainers and wrap it all up in a final message to the recruiters.

Character of Leadership

Fred Kiel, presented information in 2013 related to his research on psychopaths in the c-suite.  The data came back and proved that the way a leader treats individuals in the workplace is directly tied with the company’s business results.  The higher the character the higher the results.  And, they also discovered that there are 4 moral principles, 2 of the head, 2 of the heart, when these 4 principles are seen by others, the leader is considered to have high character.  4 principles include:  (2 Head) Integrity and Responsibility (2 Heart) Forgiveness and Compassion

I asked 2 leaders that possess these 4 principles to provide their personal thoughts on how they handle avoiding the top 5 energy drainers in the workplace?

I’ve been one of those energy drainers and complainers myself. I call it being the victim, and it’s the surest path to personal and professional unhappiness. When I’m interviewing candidates, I like to make them feel comfortable, comfortable enough that they will let their guard down and clue me in on their drama and crazy. I keep my conversations casual and very friendly. You’d be surprised what you learn about job seekers this way or from your staff while they wait in the office break room for their job interview.

– Jessica Miller-Merrell, SPHR, Workplace Technology Advisor, Xceptional HR, Blogging4Jobs, Workology.

Many organizations know that they are looking for team players and have mechanisms in place to screen for that. Team players often aren’t drama queens. Zappos had a little test they issue to job candidates. Regardless of the role they are interviewing for, all job candidates are asked to visit Zappos.com and go through the steps of placing an order. If the candidate turns their nose up at the task, chances are you’ve got a drama queen on your hands. Several Silicon Valley tech firms have a social element to their recruiting programs, where candidates are invited to the offices to collaborate on an exercise or attend a happy hour with their future team mates. This is another great tactic that can help you understand how positive someone’s attitude is, how much attention they draw to themselves, how much they seek out others and listen. To avoid bringing drama in, take the time and get creative about hiring right the first time.

China Gorman, CEO, Great Place to Work®


My personal thoughts are that the top 4 complainers and energy drainers: Whiners, Complicators, Primma Donnas, and Controllers need to be hired at every company, if they are operating in the superhero mode.  All four offer incredible skill-sets that will continuously increase operational results.  Another thought, I think Linda Swindling should be hired to coach these employees.  She possesses the 4 moral principles needed in a leader and has an infectious personality that will engage your employees, while teaching them the needed skills to continue delivering superhero results.

Avoid the Whackadoodles

The one energy drainer to avoid at all cost are the Toxics.  These individuals are the absolute worst and should be avoided during the hiring process.  They haven’t a single moral fiber in their bones and will destroy anyone and everyone who stands between them and their current pursuit.  Train your recruiters to push the ejection button that sends them down the laundry chute in order to continue operating business with high character individuals. Fred Kiel teaches us that high character can be taught, but unfortunately, this does not bode true for the Toxics.

Return on Character

Did you find yourself relating to one of the four energy drainers in blog II?  The past six years have been extremely difficult for allot of us.  A friend told me last year that she felt like life put her in a whack a mole game and everyone was whacking her over and over again.  I called her yesterday, told her about this blog series, and asked if she wanted to share a message with our readers.

“Life was supposed to send us a white house with a picket fence, drinking sweet tea on the porch swing sharing laughter with our best friends, and being swept off our feet daily by our prince charming.  No one ever said you would lose your job, husband lose his job 6 months later, sale your house and one car, move into a small flat, fight with your prince charming, and wonder when someone would call with a job that provides a steady income.  At the age of 37, I was not prepared, mature enough, to handle all of this crap happening one after the other.  I am an extremely prideful person, but when Monica shared her personal story and how she experienced similar things, how she reached out to a high character leader who assisted with her personal struggles, I humbled myself, contacted my preacher, who counseled me for several months and connected me with fellow church members, who connected me with a hiring manager, who gave me a job.  Experiencing the 4 character principles from several individuals gave me the internal willpower to ignite my superhero.  Life is different, but learning that less is more, sometimes what we think we want our lives to look like, turns out, is not what we want at all.”

Kim a.k.a. Superhero-Whackadoodle Lite

I hope you have enjoyed this blogging series and learned allot about how to avoid the Top 5 energy drainers, how to align with a high character leader in order to remain in your superhero mode, or, return to it, and, if you are a transformational recruiter, inviting individuals operating in their superhero modes to be one of the super cows in your super herd

In order to be an empowered being, operate in your superhero mode.  Sometimes life kicks hard, kiss back.

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Monica Miller

Monica Miller, CIR-PRC has worked in the healthcare industry for 12 years and transitioned from a C-Suite Executive Assistant into a Corporate Recruiter after completing a psychology degree. Her recruiting experience includes working with small and large businesses focused on behavioral and performance based interviewing. In her spare time, she offers pro bono career advice/resume writing to job seekers, connecting candidates with hiring managers via social media. Connect with Monica.


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