5 things to keep in mind before saying yes to a candidateYS Community
“It doesn't make sense to hire smart people and tell them what to do; we hire smart people who tell us what to do.” – Steve Jobs
Building a successful business doesn't happen overnight. One cannot single-handedly reach the pinnacle of success. Only collective team effort along with strong vision aids the growth of a business. Hiring the right set of employees who will act as catalysts to your organisation's growth story could be tricky. So how does one make a decision as to who is the right candidate? What are the features or aspects hiring managers should be looking at before handing out offer letters?
Here are a few things to check while considering a potential employee.
Very often, hiring failures are a result of poor cultural fit. Many times, interviewers are tempted to hire employees with significant business credentials who might not necessarily be suitable for the job profile being offered. Thus, it becomes necessary for hiring managers to ensure that along with right credentials, the candidate would also fit the organisation’s culture well.
Commitment of the employee
Past experience and the amount of time spent on each previous job can help hirers anticipate the commitment a candidate has towards a job. The time a candidate is likely to spend with an organisation can be predicted by looking at their past track record.
Most hiring managers might choose to ignore this aspect in light of a heavyweight resume, but it is very important to understand the background of a candidate before offering them a job. Social media checks, reference calls to previous employers and verification of police records are some of the ways in which an organisation can perform background verification of potential candidates.
Hidden talents and skills
Do not get carried away by a candidate’s resume. It is not always necessary that what is written is true. A candidate with great credentials, experience and educational background might have bad manners, weak soft skills or may just not be the right fit for the organisation. Whereas a candidate with an average resume might turn out to be a star performer. Interviewers need to be able to spot hidden talent and foresee the potential in a candidate.
Hiring managers have an obligation towards the organisation and, more importantly, towards other employees. Due importance should be given to how much of a team player a candidate is. If hiring the candidate might disturb the bond between existing employees and demotivate them, managers should refrain from hiring such candidates irrespective of how strong their credentials might be.
Hirers are often faced with a number of challenges while selecting a candidate. Since employees are the backbone of any business, cherry-picking right candidates is the crux of every hiring manager’s job.