每日原则：关注人的过往表现

在应聘之前，应聘者的性格已经成型，他们自童年期就开始到处留下印记。如果你提前做好功课，对任何人都能有很好的了解。你要了解他们的价值观、能力和技能：他们是否在你想任用他们的领域有良好的过往表现？他们是否曾至少三次做成过你希望让他们做的事？如果没有，你就是在做小概率的赌博，你得有足够理由这么做。这并不意味着你不让自己或他人尝试新鲜事物——当然你应该这么做——但要非常谨慎，设立好防护措施。也就是说，要找个经验丰富的人来指导这个缺乏经验的人，也包括你自己（如果你也经验不足）。

People’s personalities are pretty well formed before they come to you, and they’ve been leaving their fingerprints all over the place since childhood; anyone is fairly knowable if you do your homework. You have to get at their values, abilities, and skills: Do they have a track record of excellence in what you’re expecting them to do? Have they done the thing you want them to do successfully at least three times? If not, you’re making a lower-probability bet, so you want to have really good reasons for doing so. That doesn’t mean you should never allow yourself or others to do anything new; of course you should. But do it with appropriate caution and with guardrails. That is, have an experienced person oversee the inexperienced person, yourself included (if you fit that description).

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