Hiring for the Maintenance Mindset

Why I Hire for Character Before Maintenance Skill

Throughout my career, I developed a hiring philosophy that occasionally surprised some people. There were times when I passed on candidates with exceptional technical skills because they lacked the character traits I believed were essential.

I also hired less-experienced candidates because they demonstrated the mindset, attitude, and potential I wanted.  It did not mean they were not good people.  I just have always looked for certain attributes that have proven to be a contributing factor to long term employment.

I can teach someone how to troubleshoot our equipment. I can teach preventive maintenance, predictive technologies, machine modifications, CMMS systems, Microsoft Office, and our internal processes. Technical skills can be developed through training, mentoring, cross-training, and hands-on experience.

What I cannot easily teach are curiosity, integrity, accountability, humility, the ability to accept constructive criticism, and the willingness to learn from mistakes. Those qualities usually need to exist before the person joins the department. This does not mean technical skills are unimportant. A maintenance organization requires capable people who can troubleshoot equipment and perform work safely. So that experience is needed.  But I tend to lean heavier on character.

The Character Traits I Look For

Problem Solver

Problem solvers are hard to find.  Problem solvers ask questions, investigate failures, and refuse to accept recurring breakdowns as part of the job. They also challenge my managerial assumptions and perspectives.  That is a good thing. During interviews, I look for candidates who became energized when describing a difficult problem they had solved in the past.

Critical Thinker

Critical thinkers challenge assumptions and ask why something happened. They look for patterns, question repeated failures, and consider several possible solutions before making a decision. These individuals often become the driving force behind equipment improvements and continuous improvement efforts.

Science and Math Aptitude

Modern maintenance is increasingly analytical. Measurements, tolerances, predictive technologies, vibration analysis, electrical troubleshooting, and equipment modifications require logical thinking. I am not searching for mathematicians. I want people who were comfortable using data, measurements, and scientific reasoning to solve problems.

Integrity

Integrity cannot be compromised. I want people who would do the right thing when no one was watching, and accept responsibility for their actions. Maintenance leaders cannot observe every repair or inspection. Trust is the foundation of a successful maintenance department.

Team Player

Maintenance professionals work closely with operators, production supervisors, and leaders. I look for people who understood that success comes through collaboration. The strongest team members share knowledge, listen to others, and place the department’s success ahead of personal recognition.

Independent Worker

Although teamwork is critical, maintenance engineers must also work independently. I want people who could prioritize tasks, gather information, and take ownership without constant supervision. Independence does not mean refusing help. It means being trusted to move work forward.

Accepts Constructive Criticism

Growth requires feedback. During interviews, I pay attention to how candidates described receiving criticism. Did they become defensive, or did they listen and improve? I have seen talented people stop progressing because they rejected feedback. I have also watched less-experienced employees improve quickly because they remained coachable.

Learns from Mistakes

Everyone makes mistakes. What matters is what happens afterward. I am less concerned about whether a candidate had failed than I was about what they learned. People who accept responsibility, and avoid repeating the same mistake often become some of the strongest contributors.

Building the Team of Tomorrow

A good example of this was a man I hired for a typical maintenance technician position.  The factory utilized heavy equipment with all the standard mechanical, electrical, and pneumatic conditions.  He had no experience in any of that.  What he did have was a math and scientific background.  He was well spoken and clearly was a problem solver from the questions I asked.  The candidate also had leadership qualities that could be developed.  I hired him in the spot.  He became a highly valuable technician and eventually went on to take over the department.

A curious person will continue learning.

A critical thinker will continue challenging problems. A person with integrity will continue earning trust. A team player will continue making others better. The Maintenance Mindset begins with character. That is what I have always looked for first, and after many years of hiring and developing maintenance professionals, I remain convinced it was one of the best leadership decisions I ever made.