The search for qualified candidates and top talent is a nuanced process. The resume only tells part of the story and you simply can’t rely on it to do the whole job. Your biggest challenge will be in determining whether or not the candidate is a good fit for the position, and this is an area where your intuition—as well as some non-traditional techniques—can come in handy.
Ultimately, your new hire will need to have the skills to do the job, but they will also have to fit in with your existing teams. They should bring a complementary dynamic to the company and have values that are aligned with yours. Using behavioral-based interview questions will paint a more accurate picture of who the candidate, is as a person, and will help make the task of shortlisting a lot easier.
Here are a few tips on what to look for in a candidate:
Attitude
This is probably the easiest thing to determine. Anybody can recite the data on their CV, anybody can find the right words to say, but it’s how they present their case that is the most telling. A person who brings positivity and enthusiasm to the team can uplift your organization in immeasurable ways.
What do they say about their previous employers? How do they deal with conflict or stress? How do they approach life? what are their long-term goals for their career and their personal life? Are they optimistic? Open to new experiences? Enthusiastic? Passionate? And finally, how easy is it to communicate with them? Work closely with them through every stage of the hiring process to better understand how their attitude will impact your company culture.
Cultural fit
A person can have all the skills and experience you could ask for, but if they don’t fit in with your culture, it will cost you in the long run. Do they share your values? Your work ethic? Your enthusiasm for what you do? Arrange for them to spend some time with your team and then solicit feedback from your team members to see how theyfeel about the candidate
Soft skills
Soft skills—people skills, essentially—are sometimes more difficult to assess and quantify. How your new candidate communicates with others—verbally and otherwise—is key. Their demeanor, their ability to think creatively, their work ethic, motivation, and time management skills also critical, as are problem-solving and decision-making skills. From the front desk to the c-suite, soft skills help to build strong teams.
Curiosity
Having a healthy curiosity is a good indicator of somebody who thinks outside the box. They are always looking beyond the obvious, to find out the why of a situation, and whether that is the best possible course. It is this kind of thinking that leads to innovation. Even at its most basic, curiosity is often a precursor to learning. The candidate who is enthusiastic about and dedicated to learning will always rise above.
While these are just a few things you should look for in a candidate, these tips provide a basis for establishing a strong and healthy working relationship with your new hire.
If you would like to learn more about what to look for in a candidate, schedule a consultation today.