Do you follow DNDC when it comes to hiring?

Any idea of what those four letters stand for? It's not an HR acronym, nor a business acronym. It is one from the world of sports, and it definitely can apply to any organization today, especially when it comes to hiring people.


It's appropriate that I ran across this term last week as the annual NFL Draft was just held. The term comes from a book I read by Tony Dungy. He was the coach of two NFL teams, won a Super Bowl, and was elected into The Pro Football Hall of Fame.


The NFL Draft is a BIG deal and teams spend millions of dollars scouting players, watching hours upon hours of film, and even interviewing them. Why? They want to make the best hire possible to add to their teams. Coach Dungy was a big proponent of drafting (hiring) the right people to be on his team. He said in one of his books, "sometimes a player would have what we needed, the talent, experience, and skills, and would fit a need on our team, but we wouldn't draft him if he had these initials next to his evaluation - DNDC. "

What does this stand for? Do Not Draft (because of) Character.


Do you follow this same philosophy when it comes to hiring people to join your team? I'm sure you can think of examples of people that you did hire that had all the skills, talent, etc., but were a terrible fit for your company. Why? Maybe it was their character or lack thereof.


One of the ways I define character is- "The core values that are inside of you that are non-negotiable." This means that if one of your core values is respect, how you treat your staff, co-workers, or customers says a lot about you. If you treat your clients one way, but your staff the exact opposite, I'm not sure that your character is solid and consistent.


Here's a great question to ask in an interview to hopefully get a better idea of the character of an individual.

"What are three Core Values that motivate you every day, and that help you do your job at the highest level?" And then the follow-up question is- "Can you tell me how you have used each of the values in the last six months in your current job?


With the answers to those questions, plus other research you do on your potential hires, you can take those four letters off your evaluation.