Coming through the door could be the best candidate—with all the proper training and experience. There you have one crucial question to ask before they come on board.
Are they a good fit?
When adding new employees, some companies engage a stringent requirement list, outlining what they want to see in the ideal candidate. However, some refuse to revise their standards in order to get someone with fewer of the required skills, but are a better fit culturally.
Often, these businesses reduce their search to one individual who meets the criteria they want. During the interview, the candidate seems prepared, asking plenty of questions about technical aspects and expertise for the job. However, something is missing. A discussion of character rarely takes place.
What happens when this “perfect” hire does not mesh well with the company, and winds up not having the right attitude? This “ideal” person ultimately has to be let go.
Instead of backtracking, or starting the search again, it may be more beneficial—and cheaper—to ask a few questions to find the right employee, one who is a good fit as well as possessing the right skills.
Of course, a candidate’s skill-set and technical expertise is necessary (and always will be), but it should not be the sole criteria in making a hiring decision.
Increasingly, hiring managers and HR departments are beginning to realize that “culture-fitting” is required to avoid costly, mismatched hires.
How can a company incorporate their culture into a hiring strategy? Here are five tips to help learn if a candidate is a good fit:
1. Be Specific.
Ask for concrete examples of what conditions they have worked in the past; determine what types of surroundings are best for maximum performance. If someone is highly skilled, but works best on their own, putting them as part of a team will not end well.
2. Look for Motivations.
Learn what makes a person get out of bed in the morning, what keeps them motivated to return to work—besides pay. Understanding what makes a candidate tick will help employers know how they will be inspired to continue working for your company.
3. Offer A Trial Run.
As part of the final hiring stage, prior to making an offer, ask the candidate to briefly interact with some of your current employees. This will provide valuable insight to whether they demonstrate the values that are relevant to your company.
4. Get Input and Feedback.
A good candidate will provide feedback, as to what for them are the most relevant qualities for doing the job. Compare it to your corporate values and culture. If a list of the two does not correspond, be careful. If hired, there may be problems later.
5. Did They Do Their Homework?
Ask them a few questions about their awareness of the company. A good candidate should know (at least) a few things about your company, what you do and what working for your business would be like. If they are familiar enough, they can explain exactly why they would be a perfect fit.
By answering the question—if a candidate is a good fit—you can determine who the best people for your company are.
Being able to do the job is important, but knowing that a person is an asset to your corporate culture can be just as effective.
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