Are we choosing the best recruits based on character in the NHL?

In a collaborative effort geared towards improving recruitment processes in professional sports, Mary Crossan partnered with Ron Francis, a notable NHL general manager, to enhance the assessment techniques used during candidate evaluations. This partnership began when Francis was with the Carolina Hurricanes and continued into his current role with the Seattle Kraken. At events like the NHL draft combine, Crossan applies her expertise as a professor at the Ivey Business School to identify and analyze character traits rather than traditional competency metrics such as skating ability or shooting skills. The focus on character assessments is based on the understanding that while skill is important, the long-term success of players also hinges on their personal attributes. Crossan's approach is shaped by her research into the notable failures of large corporations during the 2008 financial crisis, emphasizing character over competence in hiring decisions. She outlines 11 character dimensions, including drive, collaboration, temperance, integrity, and transcendence, which are essential for sustainable success in both sports and business environments. By exploring these dimensions, Crossan guides interviews to help reveal the nature of candidates beyond their immediate qualifications, advocating that character should play a significant role in hiring, as many organizations fire for character flaws rather than competence. In these character interviews, Crossan suggests employing open-ended, unstructured questions that encourage candidates to share their life stories, which can illustrate their strengths and weaknesses. This method not only fosters a fuller understanding of an individual but allows interviewers to observe essential traits such as humility, authenticity, and self-awareness. The emphasis on character-driven evaluations underscores a shift in traditional hiring philosophies, recognizing the risk associated with prioritizing technical skills at the expense of personal integrity and character. Overall, Crossan’s insights provide a comprehensive road map for hiring managers in various fields, showing that while the evaluation of skills and competencies is crucial, understanding an individual's character and potential for growth is equally imperative. This duality highlights the need for organizations to reconsider their recruitment strategies, fostering environments that prioritize character alongside competence to ensure long-term success and stability.