The hiring process is a delicate dance for business and candidate both. Kirsten Olson writes for Monster with a comprehensive set of tips to identify the best candidate for a job.
Finding the One
Olson frames her tips about candidate identification as questions, of which we will present the CliffsNotes version:
- Is the candidate highly adaptive? Business environments are so fluid that adaptability is critical.
- Do they ask great questions? It is a very promising sign of aptitude if, after learning more during the interview, candidates ask meaningful questions that get at the heart of what the business does.
- Are they voraciously curious? Someone eager to learn is someone bound to soak up more skills.
- Can they see patterns in disparate information? Walls of data are the future, for better or worse, and people who can see the big picture are of the utmost value.
- Are they team players? An ace worker who cannot communicate or collaborate well is probably going to cause problems in the longer term.
- Are they good resource managers? When budgets get cut, you want somebody who knows how to make do.
- Are they enthusiastic about people and relationships? This is a combination of being curious and being a team player.
- Can they admit to mistakes? This is important not just because you do not want to hire a jerk, but also because people need to become comfortable with making small mistakes in the pursuit of innovation.
- Do they see learning as pleasure? This again ties back to being curious and eager to develop a firm knowledge base.
- Is this the kind of learner you want on your team? Ultimately, you just have to decide if this is a human you like enough to hire, since there is seldom such thing as an absolutely perfect candidate.
You can read the full article here: http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/acquiring-job-candidates/hire-the-right-candidate.aspx