As I wrote the last time, if the highest value of your company are people you work with, you should pay due attention to who you employ. So before you prepare a recruitment advertisement, you should answer yourself a few questions. The first and most important of them is: Who should be this person? It?s mainly about character traits, as well as a system of values??. Only then are the abilities and intra- and interpersonal skills. And only at the end knowledge and professional experience. mkorcuska / Foter / Creative Commons Attribution-ShareAlike 2.0 Generic (CC BY-SA 2.0) You may ask why in that order? Try to look back: you may have had to deal with the situation when a potentially ideal candidate for the job in terms of qualifications turned out to be a big failure, and the person who apparently was not suitable for the job achieved considerable success. Yes, it happens that the relevant factual preparation and previous experience do not guarantee performance at work. This phenomenon has attracted not only business practitioners but also management theorists. One of them was R. Meredith Belbin. Years of research has allowed him and his team to distinguish two main categories of candidates: Those eligible have the appropriate qualifications and experience required for the position. Typically, they can boast of good references and make a good impression in an interview. Those suitable, that is who in practice turn out to be best employees, have special talents and are versatile. Taking into account the above criteria Belbin distinguished four types of employees:

1. Ideally matched persons are both eligible and suitable for the job. Such employees do not guarantee the success of the company as they have a tendency to look around for a new job very soon after employment. This is because the current job is not a challenge for them and a competing offer seems to be very tempting. Secondly, such workers are trying to be even more eligible, and they treat current job as the next step on the road to getting a better job.
2. Poorly matched, that are workers with the right skills but without aptitude for the job. Such people are often a big problem for the organization because they treat defeats as a major obstacle in the development of their career. Such people are reluctant to leave the company and they treat criticism as a personal attack, which often leads to the formation of unpleasant atmosphere in the organization.
3. Completely mismatched persons are both ineligible and unsuitable for the job. Most of them are temporary workers or hastily hired for replacement. Such person are likely to live the organization soon, as the job doesn?t give them any satisfaction and only provides them with problems.
4. Surprisingly matched, that are employees who don?t have the desired qualifications but who in practice turn out to be very good workers. These employees are usually very loyal, as work on such position is a challenge for them, and at the same time they are not eligible for work in companies of similar profile.

No, I won?t urge you to search for employees among those whose education and experience have little connection with work on the specific position. I just want to point out that the choice of the most eligible candidate is not always the best solution, and it can often be a serious mistake. Therefore it is better first to draw attention to the characteristics of the candidate as a person and if he or she fits for the team. Just then the general qualifications should matter.