In the eyes of most HR folks, recruiting is an absolute nightmare. I remember stating pre-COVID that we were in the worst recruiting market I had ever experienced. Huh… I should have been more careful about what I had to say. NOW is the worst recruiting market I’ve ever seen. Why? Unemployment is low (more about that later). There are more jobs than people with the right skill sets, and candidates have significantly more options now than ever before.
Better Interviewing, Better Employees
You’ve found your pool of candidates. Their “paper” makes each of them look like the perfect hire. But how many times have you been down that road? The “perfect” employee on paper sometimes ends up being the perfect nightmare! So, how do you improve your chances of selecting that ideal employee?
You’ve already accomplished the first part—you’ve narrowed your selection down to the people that CAN do the job. Their backgrounds demonstrate that they have had similar work, similar experiences, and the education you are seeking. These are the hard skills that you can point to and say, “Yes, that is a match for our job.”
But, there is so much more involved in being the right fit for your organization. And this is where you need to spend your interview time—finding that right fit. These skills are referred to as a candidate’s “soft” skills or competencies. Competencies will demonstrate how an employee will complete their tasks (or hard skills). Will they be accurate? Do they pay attention to detail? Are they creative?
Before you even sit with your first candidate, your job is to determine which of these soft skills will define success within your organization. There are two sets that you are looking for:
- Organization – What’s the culture of your organization? What skills will be a fit to your vision and mission? What traits are necessary to work with the other employees in the organization? Are you a “big blue” (suits/ties) or a foot loose, fancy free creative house? (See how the two might not be a fit?!)
- Job – What skills will define success within the job itself? How will the individual approach their day-to-day responsibilities for you? Think of a receptionist…some receptionists have time to have conversations with their callers, others have to move the call directly so they can answer the next call. Imagine someone that enjoys talking to everyone having to deal with 10 lines ringing at one time!
How the candidate will approach your work environment and their job will make all the difference in the success of your hire. Keep in mind—you can teach hard skills: how to answer the phone, how to complete your specific sales paperwork. You can’t teach accuracy, courteousness, or creativity.
Improve your odds with that “perfect” resume candidate. When you meet with them, focus on HOW they can do the job, and you’ll dramatically improve your soft skills in interviewing!
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