Someone defined anger as an expression of fear: attack as the best defense to a real or imaginary threat. Anger also masks true emotions, which the person can now hide (and become less vulnerable).
Anger can also show up as a need for ‘revenge’, to ‘get even’ with a society that some perceived as being unfair or cruel to them, especially during the forming years. Sometimes adults are engaged in a never-ending quest to become what (in their minds) the world did not recognize in them, growing up.
Whatever they may wish to become (rich, attractive, prominent, spiritual, successful, sexy, powerful, athletic, etc.), the ‘motor’ is anger. And what a powerful motor that is!
This Blog is about HR and not Psychology (and the writer is not an expert), so we are not going to write on how to ‘cure’ anger (in case that cure was possible or even desirable), but on how to deal with angry Candidates and their possible contribution to our clients.
The expert and observant Recruiter can recognize it. There are thresholds (nobody wants to hire a sociopath, an antisocial or somebody who can risk himself or the organization), and we are talking here on dealing with people that fall way before reaching such critical point.
The fact is that many very successful people are driven (deep inside) by a ‘healthy’ dose of anger. It is that anger that motivates them to be better, try harder, work longer, focus on results and gives them a huge appetite for success (above their peers).
By looking into the background of some of the most successful captains of industry and finance, often times in their own biographies, one can find that they endured deprivation, obstacles, duress and humiliation. Real or not, that is their perception. Where other people ‘gave up’, accepted that status, most successful people draw energy, power, incentive and motivation from such situations, and they are trying to even the score, prove the world wrong (or just their parents or friends from school) and working the hardest to succeed.
So, would you hire such people? Well, it depends on what kind of an organization you run, what job and career path you have for this person, and your ability to understand the situation and potential for the future.
In sales, I would hire ONLY people that have a healthy need to be better than the rest. After all, you will ask that person to beat his/her competition, so your Company beats your competition.
In HR, no. Absolutely no. You need people that will integrate, sympathize and harmonize with everyone else.
In Finance, yes. You need someone who is ready to uncover extravagant expenses, fraud, etc. oftentimes past the justifications and cover-up built by vendors, contractors and employees. A desire to ‘outsmart’ any potential threat to the Company is good as it protects your interests.
Will anger opaque clear thinking? Not necessarily (if it does, then that person crossed the line), it should instead provided the fuel, the energy that people need to go one more step, outsmart the competition, negotiate better deals with vendors, discover that little detail hidden somewhere that makes the difference between losing or winning.
I suspect that behind people that consistently win, there is an old business that still needs to be settled, powering that extraordinary drive needed to succeed.
Are you angry? Are you looking for a job? Please check Vitaver & Associates, Inc. latest IT careers and apply today!
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I would be fascinated to hear your opinion about CIOs. Sometimes you herd cats and sometimes you get to sweep up after the circus parade.
Just like actors ‘draw’ inspiration and power for their different roles from their past experiences (or those of others if none available), employees can ‘use’ their past experiences. Especially if they ever had feelings of not being up to par, not to measure up (real or imaginary, fair or unfair), that can give them the fuel, the appetite, the hunger to improve, be the best, beat the competition, excel at their responsibilities. It works for me, although it took me decades to find out what was my real ‘motor’.
Even very pious religious people are ‘angry’ at those that practice, disseminate or foment behavior that opposes their belief. Actually, I saw very angry TV evangelists, talking about love….
I think you can uncover this kind of anger only after some time – it is not something that is going to be visible right during the interview. Very often people are reserved and appear very calm and avoid confrontation when you are interviewing them or they have just started. And only after some time you discover that this “shy guy” (or “shy girl”
) has quite a temper.
When I see candidates being too pushy and self assured right from the start I can`t help wondering what will it be like in a few months?
Well I personally like to avoid situations where I need to get “angry”. Its always better to solve problems and negotiate with “cold head”.
I agree with S.C… You’ll never know what’s going to happen to that “angry from a start” employee in a few month. I mean if he’s being pushy already who know what its all going to turn into..
Reminds me of a movie on same topic…”The upside of Anger” with Kevin Costner.
I reckon the photo of the Wolf is very APT for this topic… Brilliant !!
I agree with the writer that the HR professional must use their higher social , empathetic and humanity skills to make the match between the candidate and the client’s company. So often the focus is on skills alone, when in reality the cultural fit is just as important if not more so.
Rescue the ‘energy’ from the anger, which can be manifested in just a strong drive for success. I would definitely avoid hiring anyone who appears angry or confrontational. Anger is the deep-down motor, not the conduct or behavior.
The same incidents that made the person ‘angry’, back in time, in the first place, can be too much for someone, can be overwhelming and the person becomes ‘tamed’ because the incidents were so strong and traumatic (or the person so weak) that they just ‘gave up’, if not sided with the inflictor of the pain (Stockholm Syndrome), to make ‘peace’ and just accept that the aggressor was right and the pain was deserved. The resulting personality will probably manifest as a highly ‘pleasant’ person who needs to please everybody, maybe a masochist. There are places for people like that in Organizations too, but probably not when high-energy, assertive personalities are required (like in sales or leadership).