Does character mean more than credentials??
This is a question that all managers should consider before hiring their next employee. In fact, this is something that all managers should consider well before they hire someone, as early as before they begin advertising or engaging an agency to do so.
Every role is unique, and for that reason, the person who will fill that role will be unique in one way or another. But what requirement is it that stands out? Does the role require a super specific skill set and level of experience, or is it a role that requires a certain personality, or attribute?
More often than not I am finding that it is a mixture of the two, however the importance has shifted towards the person and their character rather than what they have written on their resume.
In short, I’m finding that the best long term results are realised when hiring for attitude, and training for skill.
It is easy for an inexperienced or even just a busy interviewer to spend an entire interview harping on details and clarifying statements to make certain that the details on ones resume match exactly with what they recall in the interview. Matching the length of ones employment as listed on their resume to what they say in the interview. Carefully examining how accurately they can recall their subjects studied for their degree...
Of course, these details are important, and need to be uncovered, however i believe that more time should be spent delving into the PERSON, and what drives them. Does the person you are speaking to want to be in the field that your role exists and would your role provide them with what they need to be satisfied in their next place of employment?
Any manager who thoroughly understands the role that they have vacant will also understand the type of person who they believe will best fill it, so for that reason they should modify their approach.
Recruiters often need to take a step back from the formalities and ask a few more generic and personal type questions. They need to find out what drives the person and what they enjoy, and conversely what they despise!
A chat, rather than a grilling will not only be more comfortable for the applicant, but it may also be a much more effective tool. Give it a go!
This is a question that all managers should consider before hiring their next employee. In fact, this is something that all managers should consider well before they hire someone, as early as before they begin advertising or engaging an agency to do so.
Every role is unique, and for that reason, the person who will fill that role will be unique in one way or another. But what requirement is it that stands out? Does the role require a super specific skill set and level of experience, or is it a role that requires a certain personality, or attribute?
More often than not I am finding that it is a mixture of the two, however the importance has shifted towards the person and their character rather than what they have written on their resume.
In short, I’m finding that the best long term results are realised when hiring for attitude, and training for skill.
It is easy for an inexperienced or even just a busy interviewer to spend an entire interview harping on details and clarifying statements to make certain that the details on ones resume match exactly with what they recall in the interview. Matching the length of ones employment as listed on their resume to what they say in the interview. Carefully examining how accurately they can recall their subjects studied for their degree...
Of course, these details are important, and need to be uncovered, however i believe that more time should be spent delving into the PERSON, and what drives them. Does the person you are speaking to want to be in the field that your role exists and would your role provide them with what they need to be satisfied in their next place of employment?
Any manager who thoroughly understands the role that they have vacant will also understand the type of person who they believe will best fill it, so for that reason they should modify their approach.
Recruiters often need to take a step back from the formalities and ask a few more generic and personal type questions. They need to find out what drives the person and what they enjoy, and conversely what they despise!
A chat, rather than a grilling will not only be more comfortable for the applicant, but it may also be a much more effective tool. Give it a go!
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