TS Consulting: What do you look for in your candidates?

Gregg: When I work with TSCI on defining the profile of the candidate it’s a combination of the functional or experiential aspects of what they’ve done. But also, increasingly, the dynamics of the industry they’ve worked in and/or their particular personality fit. So it’ll vary from position to position depending upon what the business issues or what the business challenges are we’re trying to meet. But as I gain a better understanding of what a successful or top performer needs to be, I’m increasingly looking beyond the pure functional aspects of their experience to the business challenges they themselves have faced and/or their personality profile: are they creative, do they think out of the box, or do they adopt a methodology regarding their business that will let them consider alternative approaches as compared to have they just been successful doing one thing all their lives and will that necessarily translate to the current business needs or current realities of my business.

TS Consulting: Any other characteristics you look for?

Gregg: When it comes to people I really try to find their thirst for knowledge; their willingness and their actual desire to continuously learn and improve. Education doesn’t stop at the graduate or post-graduate level. It’s really something we do all our lives. I like to ask candidates what readings are you doing, how do you keep abreast with developments in your industry, because that’s key to success. So I look for people who are continuously learning about both their business and maybe even about their personal lives.