I had a work colleague years ago - lets all him "Bill" - who would always ask me "Is she (or he) smart?" when I talked about interviewing and potentially hiring a new member for our team. There was never any other question - only the query about the person's smarts.
What I found irritating about this was the lack of definition as to what constituted "smart" in the mind of Bill. And why the infatuation with the candidate's IQ when there was so much more to consider related to their candidacy?
I lost touch with Bill but his question has stuck with me these many years. Every time I think about it, I feel the same feelings of irritation and impatience.
What are the key things that you want to know when considering candidates for an open position? For me, the biggest driver is the fit with the team. Does their prowess fill a gap on the team and/or provide a complement to another team member's talents?
I also look for a sustained record of results that meet and, hopefully, exceed prior work expectations. Is the candidate proven in their ability to succeed? Have they succeeded in a variety of work environments? Do they have proven success in other endeavors in their life?
Finally - and this is very much an intangible - are they someone that you want to work with? Do they challenge convention? Do they make the team better? Are they fun to be around? Do they motivate me and other team members through the way they think and act and achieve?
Yes, "are they smart?" is an important question. It just isn't the question.
