Hiring the best people is more critical than ever. In a tight job market, you are able to be more selective about who you hire. However, the cost of finding, interviewing, engaging and training new employees is high. With so many qualified candidates, here are six things that you should look for when you review and interview job applicants.
Does the candidate have the necessary skills, experiences and education to successfully complete the tasks to perform well? Look for evidence in a person’s past that shows that they can. This doesn't mean that each candidate needs to have done this particular job with this particular title before. Instead, it means the candidate needs to have a track record of success in the skills that the position requires.
Can this candidate get along with colleagues, and with existing and potential clients and business partners? An additional critical consideration is the person’s willingness and ability to get along well with you (his or her boss). If the new employee can’t get along well with others, there will be problems.
Satisfaction with the Organization
You want to hire a candidate who will stick around for a long time. You will also want to hire a person who will be happy with the job. An unhappy employee tends to be less productive, become a drain on other employees' morale, and may quickly leave your organization.
Fit with Company Culture
Does the candidate seem like they will easily embrace the culture, or does it seem like they will struggle to fit in? Every business has a culture or a way that people behave and interact with each other. Culture is based on certain values, expectations, policies and procedures that influence the behavior of a leader and employees. Workers who don’t reflect a company’s culture tend to be disruptive and difficult.
Does the candidate have values that align with your organization? Are they honest; do they tell the truth and keep promises? Are they a team player? It's not enough to just show up at work every day and do the minimum required. Look for candidates who care about getting things done, and to do those things well.
Enthusiasm for the Job
Is this just one job of many the candidate is applying to? Or, does the candidate have a special interest in this one? You would rather hire someone who will be excited to come to work than someone who sees it as "just a job."
David, this is a good topic to discuss. I would put first the attitude first, then aptitude. I do believe companies are finding many people that have the aptitude, but the attitude is the tie-breaker, in my humble opinion.ReplyDelete
Thanks Benny. Aptitude gets the candidate in the door. I do agree that once you get to meet the candidate, attitude gets the big percentage in the decision.Delete
I agree with Benny. I've seen firsthand many candidates hired based on competency but soon leave or get dismissed for attitude or lack of chemistry. Good topic - thanks.ReplyDelete
Thanks for your comment. I agree with you and Benny. That's why, in my opinion, 5 of the 6 points I listed are based on attitude and chemistry. As hiring managers, we must strongly consider those points when reviewing candidacy.Delete