Resumes displaying academic excellence and with flying colors often get picked up by employers. Sure, they look impressive, but more often than not, they are counterintuitive. Important Note: Do not hire for your own image. Why? Gone are days when bosses unconsciously clone themselves—hiring vanilla young men from prestigious universities. And what has happened to small businesses or companies that did that? They often sink into the quick sand of irrelevance as the harsh tides of current reality wash over them.
So, yes, still select those with impressive academic records, but also consider the other nine:
Hire for attitude; train for skill. Companies in office space Philippines reveal that very few came their organization knowing exactly what they need to do or how they can help support the business, but that has always changed during and upon completing their probationary period. When hiring people, look on how they approach communication with you. What is it that drives them and how do they work at their best? Do they appreciate learning and skill development? Determine if you can see them in your company for the long haul or if this will be just a passing phase for them. In the end, it’s a win-win solution. They learn new skillsets that help your company grow, and in return, you nurture their passions and applaud their experimentation. So how do you hire for attitude? Well, it can be subjective but still, it can be done.
Treat the target attitude as you would with a target skill. This means you need to actually need to sit down and map out the type of personality you need for that particular position. Get your team involved. Call in the manager who will work closely with the applicant and take notice at co-workers this applicant will work with. You can bring the applicant into your office space Cebu and introduce him/her to the team so that both parties can feel each other out.
Most companies have already adopted this strategy: Ask when the person has been in trouble. A rule stickler, obedient, by-the-book candidate will be of limited use to if you want to change and innovate the work environment for the better. All the more when the situation calls for taking risks.
Never hire the candidate that has seemingly good potentials but questionable habits. If you think you can change him or her, think again. The very frequent and common bad habit you should watch out for is tardiness. As simple as not showing up to work on time, is a red sign that the applicant is irresponsible, isn’t taking this seriously, and doesn’t request your time. Should this be discussed more? Speaking without thinking is another—a very terrible habit. Being too informal is one thing also. You want your employees to be professional at work. If that doesn’t show in their dispositions, how can you be certain they are handling minor conflicts or exchange of ideas professionally? Keep a sharp eye to these things. They usually manifest as early as during the job interview. This is should give out a red flag when the applicant starts to displaying these kind of attitude. In choosing someone to be part of your team, what you see now is what you get forever.
Being able to laugh at few things or initiate to something to laugh about doesn’t outwardly mean the person isn’t professional or isn’t taking things seriously. That potential hire who cannot laugh easily particularly at himself/herself is going to be a very dull and probably difficult to work with. Take note, the operative word is “good” sense of humor. Smart wits and intelligent humor are good signs the applicant is an open-thinker and easy to get along with.
Take notice of the aggregate strengths and gaps within your team in different work units, and then go for the styles that aren’t there. Different strokes for different folks as how they would say it. It’s close to impossible to be able to find one candidate with all the skillsets you need. If that’s how it is, then why create a team in the first place? Your team should promote diversity. Identify who among the members are already having the talents you are looking for, and proceed to the other, and then to another. If there’s something missing, then start advertising a job vacancy.
Do not be easily impressed by references. Know that a lot of the most shining references are given for people others are eager to dump. You might want to take on day-long simulations as part of your interview process instead, or invite applicants to provide you with a portfolio of their best work. A portfolio is a package of the best evidence of their qualifications as claimed in their resumes. A solid, cohesive, and detailed portfolio makes the selection process faster and easier in a sea of candidates. A portfolio also reflects the talent and ability in producing high-quality work in a certain field. This should help you manage your expectations or gauge the standard you have in mind.
The most common mistake among HR recruitments is saying, “We don’t have any positions open right now” to a promising candidate. Always keep an eye out for candidates before the situation calls for it. Do not wait until a vacancy occurs. Orient your recruitment team when it comes keeping the bullpen ready at all times. Always have a contingency plan in case of sudden man power loss. It would be a time-wasting endeavor to begin the search only when the need arises. You could’ve saved time when this is prior to the incident. Your backup list or Plan B of pool of qualified candidates should be ready at all times in case you need to reach out to them again.
Having individuals from diverse backgrounds entails a wide selection of different talents, skills, and experiences that could largely benefit your company and the work performance of the team. A variety of skillsets among members also entails that employees can learn from each other. A company that embraces diversity, regardless of size, will usher in a wider pool of candidates to their vacancies, and this can be viewed as more progressive organization. Other than wider range of skills and improved company reputation, you can also be assured of improved creativity, improved cultural insights, and reduced employee turnover.
Here’s one thing most interviewers get wrong: They talk way too much. When a candidate finally gets to your way, do active listening on the “story line” of his/her life, including at home and at work. It is said that being a leader is somewhat similar to practicing psychiatry without a license. This may be more true in hiring great people than in any other part of the job. The more you listen, the more you understand, the more you can deeply read the candidate’s qualifications than what’s just written in the resume.
The job of finding greats assets for your company is too important to be handed off—in its entirety—to your HR alone. Orient them with the golden rules provided above if you want to accomplish your objectives in getting the right people for your team.