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Are you a terrible judge of character?

Are you a terrible judge of character?

How do you know which candidate is the best person for the job and has the best chance of being successful in the role? As most employers are aware, poor hiring choices can cost big dollars and be disruptive to the productivity and synergy of an existing team. So when assessing a candidate’s suitability for a job, it’s important to understand there’s a complex mix of factors to consider in addition to their skills and recent experience.

As recruiters, we’ve had a lot of practice evaluating people and matching them to suitable job roles, so here are some of our pearls of wisdom gathered over 18 years to help you make better hiring decisions.

Are they a good long term fit?
What does your candidate want to accomplish in the next few years and beyond? Are they the ambitious type or perhaps less career orientated and more focussed on security and working within a harmonious team environment. Whatever their motivations are, it’s in your best interests to find out if their goals can be partly or wholly achieved within the role on offer. 

Do they show good stability?
As the saying goes - past behaviour predicts future performance. We love recruiting candidates that show a stable work history. It is a good indicator of security, shows loyalty and may help you decide between multiple candidates with similar experience and skills.

Are they a good cultural fit?
Firstly, it’s helpful for organisations to have an understanding of their workplace culture. Is your workplace highly social, more formal or perhaps informal and laid back? Whatever the culture, matching the incumbent to your company culture will give you a higher chance of a successful and longer term placement. 

Is there opportunity to grow in the role?
This is an important consideration for many career orientated professionals. Having the opportunity to move upwards in a role and learn new skills enables a candidate to see their way forward. Employees that can visualise their career progression and know they are working towards their professional goals are more settled, feel more empowered and have greater job satisfaction than those who can’t.

Do they show enthusiasm for the role?
It may sound obvious, but don’t discount the importance of a candidate who is genuinely excited about the role on offer. People who display enthusiasm for what they do are happier in their jobs and contribute positively to their workplace environment.

Can they demonstrate success in past roles?
If possible, ask your candidates for evidence of key achievements in previous roles e.g. growing the rent role from 25-80 in twelve months or exceeding sales targets.  

Recruiting solely on a candidate’s knowledge and experience without considering their attitude and if they are a good cultural fit is a recipe for failure and risks displacing other staff members. Employers should recruit for cultural fit and ‘coachability’ says Jane Carey, Director at Edge Recruitment.

It’s rare to find an employer who gets it right 100% of the time and many employers we speak to have had some trouble in the past with a poor hiring decision. Putting in a bit of extra effort and being really thorough in your recruitment efforts will directly affect the bottom line and success of your business.