Finding a qualified candidate can be easy, but finding someone who is the right fit for the job is harder to do. Every role is different-- from the company and project, to the team dynamic.
Are you struggling to hire the right candidate that fits all criteria?
During your interviewing process, consider these questions when finding the perfect candidate.
1. Do they meet the required skills?
During the shortlisting process, finding someone who meets the basic skill requirements can easily be done if you’ve received a solid resume, but there’s more than one place to look.
"Must have skills": These are the key requirements you want to drill down on first. You’ll want to consider how many years of experience they have with each, and how they were utilized relevant to the job being presented.
Once this has been established, consider the “Nice to have skills." These are the bonus points!
They may include additional things like preferred clients, different languages and certifications. “Nice to have skills” are what make your candidates stand out from the rest of the resumes. If he or she has far exceeded set goals, and has the soft skills to accompany these achievements, you are hiring someone who is well-rounded.
2. Will it be a smooth transition?
Once you consider skills, it’s also important to look at your candidates’ past clients and the industry they worked in. Past places of employment may indicate whether or not their skills are relevant to the job, whether they have the background to leverage their work, and just how smooth the transition into your company will be, if hired on.
3. Are they a team or culture fit?
Corporate culture is the cornerstone of attracting the right fit. A strong team dynamic is built upon the core values of the company, and these core values are established upon the goals of the business. Maintaining a strong team culture ensures that the company’s cohesiveness is encouraged.
A recent study by Forbes states 92% of respondents believed that “improving their firm’s corporate culture would improve the value of the company,” and more than 50% said that “corporate culture influences productivity, creativity, profitability, firm value and growth rates”.
Hiring the right cultural fit means you are actively choosing someone to contribute positively to your brand. A candidate’s past client list will also help gain insight into what environments they’re used to working in. Do they come from a start-up culture or a large enterprise-level organization?
Finally, consider their personality: Who is your candidate as a person and not just as a professional? How will their personality and communication skills positively contribute to your goals, vision, mission statement and physical working environment?
4. Do their personal career goals align with your company's goals?
So, you found your perfect fit. Great! But what can you do for them? How do their personal goals align with those of your company? Someone who shares in the same goals, beliefs and for whom the role is particularly beneficial to will work twice as hard. It’s important to establish acceptance motivators before extending an offer. Does your company meet their needs?
Next, before an offer is accepted, your candidate might consider how the role will contribute to the advancement of their career. Consider asking how the company can help them achieve their career goals. And if there are holes in the path, perhaps it isn’t the right fit. And that’s okay.
At the end of the day, you’re investing time and money into someone who will contribute to your company’s brand. Finding the right fit for the job takes time and energy in wanting to know who your candidate is. And while skill set is important, remember to consider all facets of their resume and persona to make that final decision.
Are you working with a staffing agency to find top talent?