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.