We all know them and have them in the office. Everyone say’s they don’t like drama, but in reality, there is a type of Software Engineers that drama simply follows. In this blog we when hiring software engineer jobs but any job sector really. How can we avoid drama filled people for software engineer jobs?
Since I can remember a critical ingredient for career success is holding off on the drama is generally a recipe for success. I for one, prefer people with the least dramatic personality. I prefer someone who is calm and thinks things through. Drama has a way of sucking the life, innovation out of the room and sometimes making it awkward and uncomfortable.
There are exceptions to that rule of course, many people who create drama do so to create attention or want support. People grow out of it when they realise the way to progress is perhaps to curb the drama. Of-course dramatic people could be super innovative and might make the next million/billion-dollar software product. I think we can forgive managers/founders for promoting that dramatic Software Engineer. There will always be exceptions to the rule.
Over my career, the people you don’t want in the business are those who create drama, chances are they will be talented. But the attitude will rule the roost 9 times out of 10. Good leaders and companies will only tolerate bad attitudes for so long.
The opposite also can apply when being hired into an software engineer job. If you are the type of person that simply stairs drama in the face and says “no thank you”, can in a way squash it. As a leader I love that. I have never met another leader/manager who doesn’t appreciate having someone on the team that stops drama in its tracks.
Now the key question; How can you avoid hiring toxic drama makers and while you’re doing it you might find those who can curb it. A few questions that might come in handy during the interview process include:
- Could you tell me about a time you experienced workplace drama?
- What do you find most challenging about working with other people?
- Give me an example of a time you had a conflict with a team member and how did it start?
- Describe an occasion when you failed at a task and how did your peers react?
You don’t want to hear about there success here, you want to figure out if the person how they react, do they ignore the question, try bring the question to discuss how great they are. You want to hear they how they untangled the situation. Took ownership of the situation. Dramatic people generally will blame others, throw out a bit of gossip, try get a laugh etc.
It’s good to get response acknowledging the colleague’s or managers perspective, own an issue and listen for an apology. You can also start to gauge if the candidate has a high level of empathy and the ability to stop potential drama. It will show signs of maturity they value and respect their colleagues’ feeling. Very important traits when building a drama free zone.
An employee who can curb workplace drama is terrific. Taking out drama is difficult. Let’s be honest, everyone likes a laugh, work needs people who are light hearted. But also needs those to know when they cross a light, hurt people or start vicious rumours. There needs to be a balance.
Elwood Roberts is a Recruitment and Head Hunter designed to find the best technical talent but also understand the individual’s role and cultural fit. Its what stands us out from the rest. If you are hiring for IT jobs and needing some assistance, we would love to chat with you. Get in touch here.
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