Your organization is hiring, and the interview process has been very successful. Hooray! You have two or more candidates with all the technical and soft skills required. This is a good problem to have. But, which one should you choose?
After you have considered applicant quality, it is a good idea to look beyond skills. The “best” people may not be the right fit for your organization. Use the following characteristics to narrow the field.
It is very important to consider a candidate’s outlook and disposition. Even the most talented individuals can bring others down if they are constantly negative and uncooperative. Genuine optimism is hard to fake. Nevertheless, some applicants may be able to put on a show during the interview process, so be sure to follow-up with previous employers and references.
Look for applicants who love their work. They should be excited about their career and interested in using and building their strengths. An applicant who views the job as an important part of their life or a “calling” is bound to be a better employee.
If an employee does not fit well into the company environment or does not share similar values, it will be difficult for this individual to succeed despite top skills and the best attitude. It is important for interviewers to treat cultural fit as a two-way street. Not only should they assess potential candidates for fit, but also, they should provide as much information about company culture to applicants as possible. If they know the facts, observant candidates are more likely to opt out when the position is not a good match. Ultimately, this will make everyone’s life easier.
Everyone likes to win. However, as Morihei Ueshiba, the famous Japanese martial artist, once said, “Failure is the key to success; each mistake teaches us something.” Your most valuable employees will be willing to make and accept mistakes, find new ways of doing things and bounce back from failure. A good way to evaluate grit is through behavioral interview questions such as “Tell me about a time something went wrong. How did you handle this?” A candidate’s past actions can provide insight into their future performance.
Working with others is essential ingredient for success. Author and entrepreneur William Vanderbloemen refers this quality as “solution-side living.” He looks for employees who are not necessarily leaders or followers, but rather always willing to help people find answers and solve problems. Team players look to invest in their co-workers and improve overall company performance. Once again, behavioral interview questions and reference checks are good ways to judge this characteristic.
Are you having trouble finding candidates that are both qualified and good fits for your organization? Let United Talent put our expertise to work for you. We use an in-depth screening process to find the right people for our clients. Contact Our Team today!