"私が人を雇うときに見る3つのことがあります。彼らは賢いですか？彼らは物事を成し遂げますか？私は彼らと多くの時間を過ごしたいですか？"

When you think about hiring someone, it’s more than just checking boxes on a resume or making sure they've got the right degrees. It's about finding the right fit—someone who adds real value to your team and your day-to-day life. The essence of this quote is all about honing in on three key qualities: intelligence, productivity, and likability. Basically, if you can find someone who’s smart, gets things done, and is enjoyable to be around, you've hit the jackpot.

Let’s rewind a bit to give this some context. Imagine you’re in a booming startup in the tech world, around the late 90s or early 2000s. Companies were burgeoning, and the demand for talent was at an all-time high. People were the driving force behind innovation and success. It wasn’t just about technical proficiency; it was about creating a dynamic environment where ideas flourished and people enjoyed working together. That's when these principles really came to life—finding someone who was not only capable but also a great cultural fit became crucial.

Now, picture a real-life example. Think about a small but growing tech company, say, in Silicon Valley. The company’s CEO is looking to hire a new project manager. They’ve got two candidates. Both have impressive resumes and glowing recommendations. But only one of them stands out when it comes to these three essential traits.

The CEO asks them to tackle a problem during the interview. Candidate A methodically breaks it down, showing deep understanding and innovative thinking—clearly smart. Candidate B, on the other hand, struggles a bit and doesn’t offer any new insights. When asked about their past projects, Candidate A shares stories of successfully leading teams to meet tight deadlines and achieving significant milestones—definitely gets things done. Candidate B has good experience but can’t quite convey the same level of productivity. Finally, during the informal part of the interview, Candidate A is engaging, easy to talk to, and seems like they'd fit right in with the team. Candidate B, while polite, feels a bit stiff and harder to connect with. It’s a no-brainer. The CEO hires Candidate A.

So, how can you apply this wisdom in your own hiring practices or even when you’re job hunting? If you’re hiring, don’t just look at the skill set—take the time to really understand how candidates think, how they’ve managed projects in the past, and whether you’d enjoy working with them daily. For job seekers, highlight not just what you’ve done, but how you think, how you execute, and be personable. Show that you’re someone they’d want to grab coffee with, not just someone who can fill a role.

Now, let’s make this more relatable. Imagine you’re putting together a group project for school. You’ve got to pick your teammates. First, you want someone who’s smart—someone who can grasp the concepts quickly and contribute meaningful ideas. Then, you need someone who’ll actually pull their weight, not just someone who talks a big game. Finally, you want to choose people who won’t make you dread the long hours you’ll spend together working on this project. Maybe you remember that one time you picked a friend just because they were fun to be around, but they didn’t contribute much, and it ended up being a disaster. Conversely, remember that time you picked the brainy one who also pulled all-nighters with you? That’s what we’re talking about.

In the end, it’s about balance. You’re building a team that’s not just capable, but also cohesive and enjoyable. That’s the magic mix for success. So next time you’re in a position to choose your team, think about these three traits. They might just guide you to making the perfect hire.