Hiring the perfect candidate for a particular job isn't a piece of cake. Predicting someone's performance on the job based only on prior achievements is tricky and can be misleading. No employer, however, wants ''bad hires''. Too much time and money can be lost after replacing a disastrous new hire, so recruiters must weigh essential factors when assessing a candidate's portfolio. The following qualities deserve close inspection.
A detail-oriented candidate is one who doesn't overlook the "little things" that aren't always so little. With the submission of a portfolio, the candidate should display a high level of attention to detail. Simply put, if the portfolio presents grammatical errors and mistakes, the candidate immediate finds themselves cast in a bad light. Review resumes, cover letters, and other items for structure, clarity, and, hopefully, an absence of errors. Corporate Essentials explains why people who are unable to exemplify attention to detail could cause serious problems in your organization in the future. Assessing how detail-oriented the person is shall always be part of the recruiting process. Has the candidate invested time and effort in her/his portfolio or it looks ugly and disorganized?
You could take another step to make an accurate determination. Craft a test designed to gauge attention to detail. If the candidate passes a fair and reasonable test, you can then put some concerns about their abilities to rest.
Critical thinking is an important workplace skill. Hire Talent ranks critical thinking as the #1 workplace skill and those who possess this skill are likely to have a good handle on analysis and problem solving, good judgment and decision-making, and increased potential for growth within an organization, among other favorable qualities.
During an interview, it is essential for the recruiter to screen for critical thinking skills. It is not only focusing on past work and educational experience but going beyond the standard components of a traditional job interview. If assessing critical thinking isn't among your hiring team's strengths, then you may consider hiring a trainer or behavioral psychologist. In all cases, the investment will pay off.
Good candidates are often people who have moved up the professional ladder. An applicant's portfolio shouldn't reveal someone who remained in the same job with the same responsibilities for many years. Is the person complacent? Work it Daily explains that people who have worked their way up a business and have had career growth show are likely to possess certain skills. They have the ability to communicate effectively, are able to mark and discuss their accomplishments and failures, are proactive in looking for growth and progress, and are focused on helping the business thrive.
They may be a variety of reasons behind someone's slow career progression. Did their supervisors not trust them with additional duties? Of course, there could be an acceptable explanation as to why the person didn't progress. Inquire during the interview when you come across red flags.
Nevertheless, solid candidates are the ones who moved forward in their career. They embrace promotions that come with increased responsibilities. They are motivated and wish to take on new challenges. Such enthusiasm could definitely be an asset in your office.
The best candidates are those who have a clear idea about their career plans and how to achieve them. Review these three points when examining a jobseeker's portfolio. They may reveal the full potential of a candidate and help to avoid ''bad hires''.
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