In the geeky world of data and analysis of markets that I live in most of the time, the article linked below was like candy. And it reminds me that sometimes data tells you to just trust your own knowledge about people.
The upshot of this relies on an old adage that a seriously smart boss told me 35 years ago: “hire attitude, train skill.” That means so many things, but at its most basic means don’t waste your time trying to find indicators of later success by asking for tales of past success or levels of education among applicants (if not crucial to the work at hand), but instead know what the right attitude is for the job. For example, if it requires managing a market with a wide age span among vendors, then knowing how that person feels about people older or younger than them is key. Using behavioral questions can bring you closer to finding the set of skills that you need for your market or business.
Give us an example of a time you learned something from a coworker or colleague who was younger than you.
What would be your response if someone you worked with told you they never read emails or allow texts?
And that for leadership, the best measures are how consistent and fair the person is. Not how smart or hard-working or even fun that person is, but how fairly they treat everyone. This is true of a manager of staff and it is true of a manager of a market.
And on the employee side, it is crucial that the employees of a market are consistently and fairly evaluated on a regular basis. Everyone needs feedback on their work.