Beyond the Resume: Recognising the "Builder" Mindset

Have you ever encountered a candidate with a seemingly restless work history? Frequent job changes might raise red flags, but what if that candidate possesses a valuable "builder" mindset – a drive to create something new from the ground up?

The term "builder" describes individuals who thrive on initiating new endeavors and tackling challenges head-on, regardless of their job title.

These "builders" are high-energy individuals who excel at setting up processes, building structures, and launching initiatives from scratch. While they bring immense value to an organization, a study by Gallup shows that 41% of American workers report feeling underutilized at work. Those with a builder mindset, driven by their desire to create and problem-solve, can easily fall into this category if placed in the wrong role.

This article will help you, as an HR professional, recognize the builder mindset advantage and leverage it in your hiring process. The concept finds support in research on project management and team dynamics. A study by Hersey & Blanchard on situational leadership highlights the importance of matching leadership styles to team development stages. Individuals with a builder mindset, focused on initiation and growth, perfectly align with the "forming" and "storming" stages of team development, where vision, structure, and problem-solving are crucial.

Identifying the Builder Mindset

Look beyond the number of jobs on a resume. Focus on the **results** achieved in each role. Candidates with a builder mindset are passionate about their past creations and can speak excitedly about:

• Specific projects they initiated and led:"I spearheaded the launch of a new customer onboarding program that resulted in a 20% reduction in churn rate within the first year."

• Challenges overcome and solutions implemented: "In my previous role, I identified inefficiencies in the production workflow and implemented a new process that increased output by 15%."

• The impact their work had on the organization's goals: "My team developed a social media marketing campaign that generated a 30% increase in website traffic and a 10% rise in qualified leads."

Understanding the Needs: A Collaboration Between Recruiter and Hiring Manager

Before diving into the candidate pool, it's crucial for you, the HR professional, to collaborate with the hiring manager to understand the specific needs of the role. Here's how you can guide them:

1. Project Lifecycle: Discuss the stage of the project or department. Is it a brand new initiative requiring a launch and foundation? Or is it an established program needing optimization?

2. Desired Outcomes: Identify the key objectives for the role. Are you looking for someone to build a team and establish processes, or is ongoing maintenance and refinement the priority?

3. Team Dynamics: Consider the existing team structure. Will the new hire be leading a new team or integrating into an existing one?

Communicating the "Builder Mindset" Need to the Hiring Manager

Once you understand the project needs, you can explain the "builder mindset" profile and its benefits:

• Vision and Initiative: Those with a builder mindset bring fresh ideas and a strong drive to get things started. According to a Harvard Business Review article, visionary leadership is crucial in fostering innovation.

• Problem-Solving and Adaptability: They excel at navigating challenges and finding creative solutions, a trait desired in 89% of hiring managers according to a Robert Half survey.

• Team Building and Leadership: Individuals with a builder mindset can establish structures and motivate teams during the initial growth phase.

However, be transparent about potential drawbacks:

• Long-Term Focus: Those with a builder mindset might lose interest once the initial "build" is complete.

• Process and Detail Orientation: Maintaining established systems might not be their forte.
  

Together, you and the hiring manager can decide if a candidate with a "builder mindset" is the ideal fit for the role.

Refining Your Hiring Process for the Builder Mindset

Once you've identified the need for a candidate with a builder mindset, use these strategies:

• Behavioral Interviewing: Ask questions that delve into their past experiences with building and initiating projects.

• Scenario-Based Assessments: Present hypothetical situations that require building or problem-solving to gauge their approach and creativity.

• Portfolio Checks: Ask with previous projects to understand the candidate's impact on past projects and their ability to drive initiatives.

Traits of Successful Builders

Gallup has identified 10 common traits that successful builders share, which can be useful in identifying potential candidates with a builder mindset:

1. Confidence: Knowing themselves and understanding others.

2. Delegator: Recognizing the need to delegate tasks.

3. Determination: Persevering through obstacles.

4. Disruptor: Innovating existing ideas or products.

5. Independence: Taking necessary actions to build success.

6. Knowledge: Continuously seeking relevant information.

7. Profitability: Making decisions based on profit impact.

8. Relationship: Building beneficial relationships.

9. Risk: Managing high-risk situations effectively.

10. Selling: Being an effective spokesperson for their business.

Retaining Employees with a Builder Mindset Long-Term

Retaining those with a builder mindset long-term requires a strategic approach that addresses their unique needs and motivations. Here are some effective strategies:

1. Provide Career Development Opportunities: Individuals with a builder mindset thrive on new challenges and growth. Offering continuous learning and advancement opportunities can keep them engaged. McCarthy Building Companies, for example, invests in training and promotes from within to retain their skilled employees.
   

2. Foster a Positive Work Environment: Individuals with a builder mindset are passionate and trusting. A safe and supportive work environment is crucial. McCarthy emphasizes creating a safe workplace and strong management to retain their employees.
   

3. Leverage Technology: Individuals with a builder mindset are early adopters. Using technology to improve project management and communication can enhance the work experience for those with a builder mindset. This includes providing the right tools and software that are easy to use and support their work processes.
   

4. Recognize and Reward Contributions: Individuals with a builder mindset are in it for the impact. Regularly acknowledging the achievements and contributions of employees with a builder mindset can boost their morale and loyalty. Simple gestures like public recognition or small rewards can make a significant difference.
   

5. Encourage Work-Life Balance: Individuals with a builder mindset will be working for you in their head round the clock. Flexibility in work hours and understanding personal commitments can help retain those with a builder mindset. Ensuring they have time for personal events and family can improve their job satisfaction and loyalty.

By recognizing and leveraging the builder mindset advantage, you can tap into a pool of candidates who can drive innovation and growth within your organization.

Sources:

• Gallup's research on the traits of successful builders.

• Hersey & Blanchard's study on situational leadership and its relevance to team development stages.

• Harvard Business Review's insights on visionary leadership and innovation.

• Robert Half's survey on the traits desired by hiring managers.

• McCarthy Building Companies' strategies for employee retention.

• eSUB's insights on using technology to retain construction workers.