3 C’s of Hiring: A Candidate Screening Framework

Once you’ve decided to recruit and hire someone new into your organization (whether you’re replacing someone who left or hiring for a new position) the real challenge begins: figuring out exactly who you need and how to recognize them in the hiring process. Have you identified what type of background the ideal candidate profiles should have? How will you determine if they are a good fit? What if they can do the work on paper, but clash with your team in practice?

To avoid costly mis-hires, you’ll need to identify three primary attributes, or what I call the 3 C’s, in the candidates. The C’s stand for character, competence, and chemistry. I will define each of them in order of importance and explain how to spot them during candidate evaluation and assessments.

Character

The first and most important C is character. Does the candidate have a proven track record of dependability, responsibility, and accountability? Are they conscientious, meaning: do they look at their work with a sense of duty and perform their job with a high level of thoroughness?

Character issues have a slow, gnawing effect on the team. First a person is late. Soon they’re missing deadlines. Then they’re blaming others. Before long, morale drops and high performers disengage.

How to evaluate character when interviewing candidates:

• Ask behavioral questions such as, “Tell me about a time you had to take responsibility for a mistake.”
• Verify attendance and reliability by asking past employers about punctuality and follow-through.
• Look for consistency between their resume, interview answers, and references. Gaps or contradictions are often red flags.

Character is the priority. Do not move along to the next attribute if this one shows flaws.

Competence

The second C is competence. Does the candidate have the knowledge, skills, and abilities necessary to perform the job? Let’s define what each means. 

• Knowledge is the theoretical understanding of the job. Think of this as the textbook version of the work. For example, a master electrician should understand the science behind working with electrical currents to wire a home.
• Skills are the practical application of that knowledge. Using the electrician example, can they actually install lighting throughout a home to code?
• Abilities are the qualities that allow someone to consistently perform the tasks. Does the electrician have the cognitive ability to troubleshoot problems, the physical ability to work in tight spaces, and the interpersonal ability to explain issues to a customer?

Competence is often easier to measure than character or chemistry. Skills tests, certifications, and hands-on demonstrations can give you objective proof when evaluating job candidates and confirming that they know their craft.

Chemistry

The third and final C is chemistry. How will the candidate fit in with company culture? Do they share the same values? Would they work well with your team? After meeting them for the first time, would you be willing to spend eight hours a day working alongside them?

Chemistry isn’t about hiring people who are all the same; it’s about ensuring that new hires respect your culture and don’t create friction that slows the team down.

Ways to assess chemistry when screening and evaluating candidates:

• Team interviews: Bring in one or two future peers to join the conversation. Their perspective is invaluable.
• Trial shifts or job shadows: Let the candidate work alongside the team for a few hours to see how they mesh in real conditions.
• Value-based questions: Ask about situations where they had to adapt to a team or handle conflict.

Think about people you have hired in the past who perhaps had the competence to do the job, but not the character or chemistry for your organization. They probably looked good on paper but created more headaches than value. Didn’t work out too well, did it?

When you consistently apply the 3 C’s hiring framework, you reduce turnover, build stronger crews, and create a culture where employees want to stay. That’s especially critical in industries like landscaping, construction, manufacturing, and cleaning, where replacing a lost worker is both costly and disruptive.

Keep the three C’s in mind when assessing candidates for a job and selecting candidates for your open positions. You’ll find it very helpful in making the right choice and minimizing the risk of a bad hire.

💡 Tip: Tools like AI recruiting software can support the process by helping with candidate screening for competence, flagging potential issues with character (such as inconsistent work history), and streamlining interviews so you can spend more time on chemistry.

To explore how other companies are applying these principles check out this article on fresh recruitment ideas and tools.

_{This article was originally published on July 25, 2024.}