Many of the recruiters and the hiring managers are very much aware of the red points and green points while interviewing applicants. The employers are always on the lookout for candidates who can be an excellent fit for their organization. Despite an impressive resume, a recruiter must gauge further if the applicant will be able to perform his day-to-day tasks. For this, the recruiter summons the candidate for a face to face interaction. F2F is the round where the hiring manager tests a candidate’s skills to either extend him the job offer or put this portfolio aside. When hiring a candidate, recruiters juggle with tons of resumes, schedule multiple screening rounds and interviews to figure out if the candidate in their pipeline is right or not.
So, what makes a candidate the right fit?
We can’t deny that we do get blinded at times while hiring a potential candidate how later turns out to be a mistake. Yes, the harsh truth! Then we all wonder about the loopholes that led to this wrong hire. Well, there are numerous aspects on which you can judge whether a candidate is a perfect match for the job and the company or not. Let’s look at a few to set the process right and gauge the applicant accordingly:
Dive into their past
Our experience is one crucial factor that determines our success in the roles we pick up in the future. Have a detailed conversation with them to test if they are prepared for the position. We suggest creating a roadmap of your past employees in that team and read through the data. This will help you understand the kind of people who prefer that role and stick to it for a longer duration. Look for someone who has a track record of positivity, problem-solving, and growth when facing new challenges.
Sense their enthusiasm
You must also check the way the candidate expresses and communicates his answers as this depicts the level of enthusiasm an applicant has. Check if they take pride in their previous work. Their excitement while answering your questions, can hugely signify their interest in joining your company. You can even gauge this from his body language and the way he speaks.
Are they career-driven?
One more aspect that you must consider when hiring your next employee is their commitment to developing their careers. If your candidate career hops or worked with several companies in the past then maybe you shouldn’t hire them. After all, we all want employees who are loyal and see their job as an opportunity to grow as a professional.
Have they influenced people around them?
A robust and performance-oriented team comprises of both great leaders and great followers. Not everyone would like to be a leader or be satisfied with being a follower. Irrespective, they should be great communicators to be irreplaceable team members. When you interview a candidate, look for someone who likes helping colleagues and finding solutions to the problems. Don’t judge them solely on the output of their answers (be it good or bad). Instead, invest in people who can add value to the team.
Get to know them (and how they think)
Companies like Google, Apple, and Microsoft, are already known for their intense interview processes and unique interview questions. One such question that Google asked its candidate was “If you could be remembered for one sentence, what would it be?”
We aren’t compelling you to ask a similar question to your candidate but rather get inspired to understand the things that matter to them the most because that will show up in their work. This will also help you gauge if the candidate fits into your company’s culture.
Failures are a part of our life, and our work life is no different. We all have seen failure in our career at some point or the other; you must learn about your candidates. If he is not reluctant to share his past failures, then take it as a sign of their transparency and honesty. Such people put in all possible efforts to work for a shared vision.
They are well informed
A candidate who has done prior research about the company and the job role he is applying for is considered to be a perfect fit for an organization. They know what the companies expectations from them regarding the work are. Apart from this, the candidate is eager to know more new things related to the work and the product they will be working on. This shows that the candidate is genuinely interested in working with the organization and wants to build a career instead of just looking for huge paychecks.
Disclose the details of the probation period to them and see how they react to it. The probation period should be mandatory for all job positions you are planning to hire. This helps safeguard the organization, and will also come in aid in making changes in the candidate’s way of working if the need be. Irrespective of how accurate your hiring process is, you still need a probation period on a safer side.