Robin Kranich, Gartner Executive Vice President of Human Resources, describes how Gartner is working to provide career opportunities to veterans. “What we do at the most simple level is help leaders across the entire enterprise make better decisions, get access to better advice and help grow their businesses,” Kranich explains. “What we do is inherently good. What we do is help people,” she says.
“We recognize veterans as a group of people who have made sacrifices at the highest level that intrinsically come with great leadership skills,” says Kranich. As the head of human resources she reveals the qualities that veteran candidates should highlight when interviewing with Gartner.
1. The ability to adapt.
Kranich understands service members know how to adjust and re-adjust as quickly as necessary in order to maintain a tactical advantage over adversaries.
“In particular, that military behavior — evolve and adapt — is essential as a trait in any environment with sustained growth,” says Kranich. “The world is complex; things are always changing and you are going to have to adapt.”
2. Sound judgement.
Savvy decision-making is also vital to Gartner’s model of success.
“You have to hire people that have a growth mindset and a real sense of purpose. People that have the kind of traits to be successful,” she says. “They are smart, bright, and have good judgement that’s honed through experiences.”
“We really like to study what people do, what best companies do and what best practices are,” Kranich explains. “Veterans are trained to very quickly try best practices.”
3. General manager mindset.
Military training also sharpens executive presence and comfort in command. Kranich refers to this as a “mindset of ownership.”
“I tend to think of a hotel manager getting off the elevator and straightening a picture on the wall. That sense of accountability is extremely important,” she explains.
4. Team-player personality.
While having an ownership mindset is valuable, Kranich also stresses the importance of being comfortable operating within a client-centric team. She elaborates further by using a successful football team as an analogy for the Gartner-customer relationship.
“The client sits in the middle, but we build a team. You can’t have a team with 11 quarterbacks,” Kranich explains.
Gartner is looking for employees who have a “true sense of collaboration and understanding of the unique resources that are available and when leveraged can play a huge advantage in winning.”
Going a step further, Kranich reveals the worth of employees willing to put the team before self, a trait that is asked of every man and woman in uniform. “I value people who try to do the right thing, who care about doing the right thing, and who come prepared with some humility,” she says.
It is apparent that Kranich believes in hiring candidates with the right qualities over applicants boasting specific skills. At Gartner, the chief focus is on “identifying people with the learner’s mind and the mindset for growth, and then building the infrastructure to support them.”
Kranich’s encouragement to veterans who are unsure how to translate specific skills and qualities is to, “Quite simply, be you. Embrace the experiences you’ve had and look to us to leverage those. We’ll build the system to support you.” In addition to building a support system, Kranich looks forward to helping professionals who have served in the military serve and grow with Gartner in another way.
“Gartner will be an even better place with more veterans,” she says.
Learn more about career opportunities for veterans at Gartner here.
View the original article by Hirepurpose here.