我們邀請請美國頂尖企業(yè)的首席執(zhí)行官介紹招聘員工最看重的素質(zhì)，入選企業(yè)都在《財富》2017年度“最適宜工作的100家企業(yè)”榜單中。

企業(yè)文化始于每位員工，所以營造健康的工作環(huán)境要從招聘做起?？梢钥隙ǖ氖?，大部分企業(yè)都希望員工有才能、勝任工作、有奉獻精神，但各家對員工的具體要求和甄選方式卻各不相同。

受訪首席執(zhí)行官表示，除了崗位要求的專項技能，他們還希望員工具備一些軟性的，不那么明顯的能力，比如“認同企業(yè)文化”、“熱情”和“好奇”等。

以下是十位受訪首席執(zhí)行官描述的理想員工。

韋格曼斯食品超市

2017年度“最適宜工作的100家企業(yè)”第二名

首席執(zhí)行官丹尼·韋格曼：“我們喜歡真正關(guān)心他人，愿意盡其所能為他人服務(wù)的員工，其他技能都可以教。我們還希望員工能以高標準要求自己。如果我們要賣全球最好的產(chǎn)品，提供最佳服務(wù)，就需要一支秉持高標準的隊伍。如果員工兩種素質(zhì)兼?zhèn)?，就開了個好頭?！?/p>

基因泰克

2017年度“最適宜工作的100家企業(yè)”第六名

首席執(zhí)行官伊安.T.克拉克：“有好奇心，謙虛，善于合作，對專業(yè)領(lǐng)域有熱忱，對成就偉業(yè)滿懷渴望而且動力十足。”

Intuit

2017年度“最適宜工作的100家企業(yè)”第13名

首席執(zhí)行官布拉德·史密斯：“認同公司的價值觀，視失敗為學(xué)習(xí)的機會，靠情商和好奇心把握行為，而不是智商。每次面試我都會讓求職者說說職場犯過最大的錯誤是什么，從中汲取了什么教訓(xùn)。”

大眾超市

2017年度“最適宜工作的100家企業(yè)”第21名

首席執(zhí)行官托德·瓊斯：“職業(yè)技能方面都可以教，但理想的員工應(yīng)該熱愛服務(wù)他人。我們想找積極跟客戶和同事交流思想和感情的人?！?/p>

普華永道會計事務(wù)所

2017年度“最適宜工作的100家企業(yè)”第23名

美國董事長兼高級合伙人蒂姆·瑞安：“我們要找的人不僅要具備高超的職業(yè)素養(yǎng)，還要具備其他素質(zhì)。我們希望員工情商高，有創(chuàng)造力，才能在瞬息萬變的世界上不斷求勝。我們需要能激發(fā)自身和他人潛力的領(lǐng)導(dǎo)者，他們心胸開闊而包容，帶領(lǐng)多元化的團隊為客戶，為世界面臨種的種挑戰(zhàn)尋找最佳解決方案?！?/p>

全球最大戶外用品連鎖公司REI

2017年度“最適宜工作的100家企業(yè)”第29名

首席執(zhí)行官杰瑞·斯特里茨克：“理想員工是熱愛戶外運動并希望運用技能與經(jīng)驗推廣戶外運動的人。我們希望真心與客戶交流的員工，要跟客戶建立合作關(guān)系，我們的員工對公司所有業(yè)務(wù)都發(fā)揮著重大作用。我們還希望員工加入公司前就已經(jīng)認同我們的核心價值觀和信條。”

凱悅

2017年度“最適宜工作的100家企業(yè)”第32名

首席執(zhí)行官馬克·霍普拉馬斯安：“我們招聘時不是特別看重特定的技能，而是性格和成長的心態(tài)。我們相信，好奇心、熱忱和對學(xué)習(xí)的熱愛比過去的工作經(jīng)驗更重要。有同情心和同理心才能真正關(guān)愛關(guān)愛他人，同情和同理心是無法從書本上學(xué)到的，卻能產(chǎn)生非常好的效果?！?/p>

瑪氏公司

2017年度“最適宜工作的100家企業(yè)”第50名

首席執(zhí)行官格蘭特.F.里德：“我們要聘請有企業(yè)家精神的人，他們愿意挑起重任，面對挑戰(zhàn)無所畏懼，能靈活應(yīng)對?！?/p>

羅氏診斷產(chǎn)品有限公司

2017年度“最適宜工作的100家企業(yè)”第70名

首席執(zhí)行官塞弗林·舒萬：“現(xiàn)在的理想員工要在日常工作中表現(xiàn)出有志氣和好學(xué)精神。我們招人不會只盯著某些技能，而是看重求職者成長的心態(tài)，關(guān)注自身成長的人懷有熱忱，接受失敗，而且會推動革新?！?/p>

梅奧診所

2017年度“最適宜工作的100家企業(yè)”第84名

首席執(zhí)行官約翰.H.諾斯沃迪：“梅奧診所要找贊同公司價值觀，愿意行善，樂于成為團隊一員的人。我們招聘的理念緊緊圍繞著診所和創(chuàng)始人的核心價值觀，希望員工具有多種重要的素質(zhì)，包括尊重他人、有同情心、講誠信、有醫(yī)者仁心、講求團隊合作、業(yè)務(wù)優(yōu)秀，具有創(chuàng)新精神和服務(wù)意識等。梅奧診所的員工流失率很低，聘用意向接受比例通常高達95%以上，原因便是招聘過程中嚴格根據(jù)核心素質(zhì)篩選應(yīng)聘者?！保ㄘ敻恢形木W(wǎng)）

譯者：Pessy

審稿：夏林

We asked the CEOs of the nation's top employers—every company on Fortune's 2017 100 Best Companies to Work For list—to name the single most important thing they looked for in a potential hire.

Because company culture starts with the people who work there, building a healthy work environment starts with the hiring process. While it’s safe to assume most businesses want talented, competent, engaged workers, what this means and how it is applied varies from organization to organization.

But in addition to the technical skills required to do a specific job, these CEOs said they often were looking for the softer, less tangible abilities, such as “culture fit,” “enthusiasm,” and “curiosity.”

Below, 10 CEOs on the list share what makes an ideal candidate.

Danny Wegman, CEO of Wegmans Food Markets (ranked #2): “We look for people who genuinely care about others and are happy to serve in whatever ways are necessary. We can teach just about any other skills they need. We also look for high standards. If we’re to sell the best products in the world and have the best service in the world, we need a team committed to high standards. If we can find these two traits, we’re off to a pretty good start.”

Ian T. Clark, CEO of Genentech (ranked #6): “Curiosity, humility, collaboration, passion for their field, and the desire and drive to accomplish something great.”

Brad Smith, CEO of Intuit (ranked #13): “People who live our company values, who treat failures as learning opportunities, and who lead with their emotional quotient and their curiosity quotient, rather than their intelligence quotient. In every job interview I ask the candidate what their biggest mistake has been and what they learned from it.”

Todd Jones, CEO of Publix Super Markets (ranked #21): “We can teach people the technical skills, but what makes an ideal candidate is someone who is committed to serve others. We look for people who are passionate about connecting with the hearts and minds of their customers and their co-workers.”

Tim Ryan, US Chairman and Senior Partner, PwC (ranked #23): “While we look for people with great technical skills, we want for more. We want people with the emotional intelligence and creativity to be successful in a world that is moving fast. We need people who can lead themselves and others, and who have an open and inclusive mindset so they can bring together diverse teams to get to best solutions to the challenges facing our clients and our world.”

Jerry Stritzke, CEO of REI (ranked #29): “We’re looking for people who love the outdoors and want to align their skills and experience with this purpose. We look for people who connect with customers because, as a co-op, our members play a big role in everything that we do. And we also want people who come to the co-op already living by our core values and beliefs.”

Mark Hoplamazian, CEO of Hyatt Hotels (ranked #32): “We hire more for personality and growth mindset than specific skill set. We believe curiosity, passion and a love of learning together can be greater than a person’s previous experience. Care comes from a place of empathy and understanding—traits you can’t learn from a book but that produce better results.”

Grant F. Reid, CEO of Mars (ranked #50): "We’re looking for people who have an entrepreneurial spirit – people who relish taking on big responsibilities and are agile and bold when tackling challenges."

Severin Schwan, CEO of Roche Diagnostics (ranked #70): "Today, the ideal candidate has the ambition and ability to demonstrate learning agility every day. No longer do we hire for specific skills, but rather we focus on individuals who bring a growth mindset, where they embody passion, embrace failure, and create change."

John H. Noseworthy, CEO of Mayo Clinic (ranked #84): “At Mayo Clinic, we look for people who share our values, who want to do good and who enjoy being part of a team. Mayo’s hiring philosophy is firmly rooted in the core values of the clinic and our founders. With this focus, it is critical that prospective employees have demonstrated qualities including: respect, compassion, integrity, healing, teamwork, excellence, innovation and stewardship. Mayo rigorously screens candidates for these qualities throughout the hiring process as evidenced by low annual turnover rates and offer acceptance rates commonly above 95 percent.”