Sometimes, hiring a candidate can seem like rocket science before the era of Google. You hire an experienced sales manager only for you to realize that the manager cannot handle the changes in market dynamics. You hire a candidate who seems to have immense potential as an executive assistant only for you to realize that the assistant is tardy and untidy hence he can hardly keep up with the demands of the job. What are the indicators or clues that an employer should be on the lookout for before hiring a candidate?
Hire a candidate who has the right potential
Potential is often defined as the ability to grow and adapt to different working environments. It is easy to weed out the candidates who lack potential during the preliminary stages of an interview. However, determining whether the candidates possess the right kind of potential takes skill. Globally, jobs are increasingly subject to change due to the fast-paced nature of advancement. A good employer knows that uncertainties are a part of the future hence he or she hires with that in mind. Look for interview questions and assessments that bring out a candidate’s inquisitiveness. Ask candidates about practical steps they have taken to learn something new and apply it in their field. Having the right potential is demonstrated through one’s eagerness to learn in order to reach one’s full potential. A candidate with the right potential is competent, curious, insightful and engaged. A candidate with a few years of experience may have more potential than a candidate with many years of experience. A candidate with the right potential does not want a new job because he/she “can no longer learn anything from their current job”. Instead, he or she wants a position in your organization because it is in line with his or her career goals.
Hire a candidate who understands their career trajectory
Some candidates are one disaster away from a career head-on collision. Their career journey is a random doodle with no goals, ambition or direction in sight. Other candidates know where they are headed, why they want to head in a particular direction and how they are going to get there. Job hopping might look like it is in vogue but from a recruitment perspective, it might also speak of indecisiveness and red flags in one’s character. There might be a shortage of permanent jobs in this economy so it’s okay for one to have some temporary jobs in one’s resume. However, if the stories behind the departure from one organization to another do not add up, then there is a problem.
Hire a candidate who can ask good questions
The wise man, as it is often said, poses the right questions. A candidate who asks questions for the sake of asking questions might be a disengaged candidate who is not curious. A good interview is engaging because it is a two-way conversation. Be prepared to answer a candidate’s questions with clarity and honesty. A candidate’s questions can be an indicator of the candidate’s ability to think creatively and learn. It is also an indicator of whether the candidate is eager to join the organization and bring new ideas.
Hire a candidate who is passionate and determined
Does the candidate have new ideas that can be applied in solving problems in your organization? What practical steps would they take to bring that idea to life? How would the candidate counter the legal/ economic challenges that might be encountered in the course of the implementation of their idea?
Sometimes, the most determined and passionate candidate who would be the right fit for the job does not have the academic skills required for the job. A good programmer might have coding skills that he or she learnt through open courseware on the internet while he/she was working at a restaurant to make ends meet. Such a candidate might lack some of the technical skills but their passion and determination makes them an excellent fit for the position. A good project coordinator might have the right skills and attitude but he or she studied biology as their first degree then took online courses in project management.
Do not hire a candidate who is overconfident and proud
Confidence is essential in successfully executing any role. Overconfidence, on the other hand, is a success killer. A candidate who is overconfident does not understand the importance of taking calculated risks. He or she does not know the limits of what they know and the importance of acknowledging that there is a lot to learn. Such a candidate will overpromise and under deliver, take unnecessary risks and constantly pass the buck to others instead of taking responsibility for their mistakes. Ask questions that will help you determine whether a candidate knows their limitations and is willing to seek help where it is necessary.
Do not hire a candidate who brags about other job offers
If a candidate is bragging about other job offers, then he or she should probably be allowed to pursue other job offers. A candidate who brags about other job offers is manipulative and greedy. He or she is probably trying to arm twist the organization into offering more in terms of monetary benefits by overstating the value that he or she would bring to the organization. Bragging about other job offers is also an indication that the candidate will accept other job offers using your organization’s offer as leverage.
Are you looking for talent with the above qualities? Do talk to us.
Crystal Recruitment is a leading Recruitment Firm in Kenya, with presence in Uganda, Tanzania and Rwanda and a reputation of getting the right people for your open vacancies.