What Value Do You Bring To The Company?

by Steve DiGioia, Featured Contributor

THE WELL-DRESSED MAN stands 6’ 2” with eyes shaded more towards green than blue. An impressive sight on this day of interviews. But is that enough to get the job? Is he the only statuesque man within the throngs of job-seekers today?

The next woman I meet has an air of pleasantness that immediately makes those around her feel comfortable and as if you have known her for years. Just the type of new hire we desire. I “know” she will fit in right away. But am I hiring for comfort or aptitude?

Under past practices many interviewers will immediately weigh these two people higher than others without such admirable traits. But today’s workforce must be more than that.

valueWith business degree in hand and an impressive resume, the final piece of the puzzle used to be the appearance of the applicant. Does he/she fit within our culture, within the “look” we are trying to portray to our customers?

Whether it is right or wrong to look within these terms, it is a fact that how one looks is an important part of the equation.   But is that enough?

It may be easy to make your hiring decisions based on one impressive man or woman, but can these be the leading factors when there is more than one who impresses us or looks similar to others within a crowded field of applicants?

There must be a determining quality that will separate one from the other. But what quality is it?

The “value” one brings to their organization is not easily measured but can, and usually does, make itself known very quickly within the process. This is the quality that creates success.

Once the new employee is hired and throughout the training process, there should be brief doses of clarity where we realize this employee has qualities that we may not yet possess through others. As time passes the benefits of this new hire should be apparent.

Does he have the skills needed to become a leader, or one that can be quick to assess the situations at hand and come up with a correct and proper response? Has he shown the experience to understand and anticipate the needs of your customers in a way that is cost effective to your business? Can you be assured that tasks will be completed properly and on time as directed?

If not, then what value has this new employee created for him/herself, or for your business for that matter?

Why should additional resources be directed toward a potentially failed effort of the next “impressive man” or warm and welcoming woman?

These are not qualities that, in itself, determine one’s value over another. Only proven and demonstrated actions and ideas will create value for those who seek success.

Think about this when hiring the next pretty face.


Steve DiGioia
Steve DiGioia
With 20+ years in the hospitality industry and a lifetime of customer service experience, Steve DiGioia shares real-world tips and tactics to improve your customer service, increase employee morale, and provide the experience your customers desire. As a certified trainer, author & speaker, Steve has been recognized as a 4-time “World’s Top 30 Customer Service Professional” by Global and a “Top Customer Service Influencer” by multiple industry-leading sources. He is also a featured contributor to the leading hospitality and customer service websites. With a tagline of “Finding Ways to WOW Your Customer”, Steve continues his pursuit of excellence on his award-winning blog sharing his best strategies on customer service, management, and leadership. Follow Steve on Twitter @Steve DiGioia.

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  1. i used to agree with this but no longer do, looks help! It exudes health and attractiveness that along with an affable personality really helps an organization. The skills can be taught the intangibles can not be. In the 90’s we took high school graduates with aptitude and made them developers they had the basics we gave them the skills they did the work! In IT at least the skills needed are in many ways easier to learn now. Java and PERL, and other higher level languages are easier and more portable then back then. So now we expect you to learn on your own and we just check for skills. We got better employees back in the 80’s and 90’s.

    • Hi Will,
      The intent of the article is to not just focus on hiring the next pretty face and to make sure there is an underlying value other then just the looks of the applicant.

      No doubt there is “value” in physical appearance but there must be more than that.