I appreciate a risk-taker. But when someone is about to stick a needle in my arm, I have an even greater appreciation for the specialist who follows the process.
Growing up, I watched my mother and grandmother donate blood regularly. Both had O-negative blood, often called the universal red-cell donor type. When I learned during pregnancy that I had the same blood type, I planned to follow in their footsteps.
This summer, the American Red Cross declared its second-ever national blood supply crisis. That was the push I needed to schedule my first donation appointment.
Sitting on the donor table brought me back to work we did years ago using The Predictive Index to understand what top-performing blood collection technicians had in common. We wanted to understand what the work required from a behavioral perspective and use that knowledge to hire more top performers and help managers onboard them effectively and set them up for success.
Consider what the role asks of someone: follow safety procedures consistently, maintain accurate records, stay attentive to detail, and help donors feel comfortable.
For the technician, these steps may be routine. For the person donating, they may be anything but.
A role like this calls for patience, cooperation, and a steady approach to repeated, important work. Clear procedures help protect donors, support quality, and build trust. Someone who enjoys mastering a process and doing it consistently well may find real satisfaction in this work.
That is why understanding the job must come before choosing the person.
Hiring managers can easily be drawn to someone who interviews well, has an engaging personality, or approaches work the way they do. That is a bias any of us can bring to the table. But a strong interview alone does not tell us whether someone will be motivated by the work required of them day in and day out.
Could someone who thrives on taking charge and finding new ways to get things done succeed in a highly procedural role? Yes. I believe people can accomplish a great deal with the right training and determination. Willpower is a powerful thing.
But would that person find the same satisfaction in following an established process every day? Or would they spend much of their time wishing they could change it?
That is something worth understanding before we hire.
Being capable of doing a job does not necessarily mean its daily demands will keep someone motivated and engaged. When the work aligns with what naturally motivates a person, both the employee and the company benefit. That fit can help people perform well, enjoy their work, and see a future with the company.
Then comes the part we can too easily overlook: How do we help that person succeed once they are there?
Someone who values structure and predictability may benefit from clear, step-by-step instruction, opportunities to practice, and time to adjust when procedures change. If we rush training, leave expectations unclear, or say “just figure it out,” we may make it harder for them to deliver the dependable work we hired them to do.
And when needles are involved, “just figure it out” is a management strategy I would prefer we skip.
Of course, a behavioral pattern does not tell us whether someone knows how to draw blood. Training, relevant qualifications, experience, and demonstrated skill matter. Behavioral data adds another perspective: how someone may naturally approach the work and what support may help them succeed.
My first donation reminded me of something I see often in my work: the details of the job matter, and so do the motivators of the person doing it.
When it is my arm, I want someone who knows the process, follows it carefully, and makes me feel at ease.
Are you hiring for what the work actually requires—and managing people in a way that helps them succeed?
If you are eligible to donate blood, please consider making an appointment.