7 Elements To Evaluate A Candidate.
By: Sheila Musgrove
Tags: Success, Candidate Experience, Career Advice, Hiring, Hiring Tips

7 Elements To Evaluate A Candidate.

Photo by rupixen.com on Unsplash

I’m working with a client on a search for a mid-level manager. While the search has a few very niche requirements, it’s been fairly easy to find highly qualified candidates.

With all candidates I work with, I dig for their previous results and re-write their resume using my 2-step resume formula from my book “Hired! How To Get The Zippy Gig. Insider Secrets From A Top Recruiter.”.

It’s a game-changer to get your resume noticed.

AND the bonus? It makes interviews an absolute breeze.

Why?

When a hiring manager asks you about each role, they’re looking for the answer to 5 questions.

BUT, they don’t ask them! How crazy is that?

It’s true.

Here’s the 5 questions:

1. What level did you report to?

2. What is/was your job?

3. What’s your scope?

4. How many others did the same job?

5. Where you successful in your role?

My 2-step resume formula answers those questions, making interview a BREEZE!

Back to reference checks.

Both of my candidates did extremely well in their interviews as they were armed with their new resumes and coaching from me on how to prepare and deliver an exceptional interview.

The 3-person panel are deliberating this week. They’re at a bit of a stale mate.

They came back to ask that I conduct references on BOTH candidates.

I said no.

Here’s why.

It’s extremely rare for a professional candidate to have a lousy reference.

I know both candidates will have solid references. So, it’s not going to help with the decision.

2. When you ask a candidate for references, that’s a usual tell-tale sign that an offer is coming.

If an offer doesn’t come after references are checked, the candidate will assume that their references shared less than favorable feedback.

3. If the candidate is active in their job search, they certainly don’t want their references to be overused, if a hiring manager isn’t serious.

The next call could be from a company that’s 100% serious about hiring. And, well if that’s the 5th call this week, the referee may not be as enthusiastic as they were on the first.

4444444444444 (My giant cat Phoebe was determined to get her paws on my keyboard. LOL The 4’s were her contribution to the article. HA)

Photo by the author….while she was trying to write this article!

Here’s 7 key elements to consider when deciding on your final candidate:

1. The biggest one should be honing in on how they’ve performed in each role in the past. If they’ve been successful in each of their previous roles, well chances are, they will continue to be find ways to be successful in their next role with you! Dig into their achievements.

2. Listen carefully in the interview to why they’ve left each role. Is there a pattern? We often overlook this one when hiring. If the pattern is to leave a role every year or two…well, that’s what you can expect if you hire that candidate.

3. Know they’re giving you their very best in the interview. Is their very best good enough for your organization?

4. Behavioral testing. There’s loads of tests out there. Ranging from the tried and true Meyers Briggs to a plethora of DISC profiles. I’ve used DISC with success in the past. They show behavior in their current situation and how behavior changes under stress. These type of tests give you insight, but also shouldn’t be the sole factor in hiring. They should simply contribute to your decision.

5. If you involve your team in hiring…what are their thoughts? Does the candidate mesh with your current team? I always ensure that my team has one/one time with any potential new hire. We’re a small team, so they have to gel. They don’t need to be besties, but they spend a lot of time together, so it’s important that they connect on some level.

6. Skill testing. They’re a multitude of tests out there from aptitude to skills-based testing. This one can be a big factor. And, is usually a pretty black/white on whether the candidate gets a green light to the next step.

7. And, then, yes, lastly references. By the time you get to the point of references, the candidate should have had a pass on each of the above hiring criteria.

I’ll write a future article on what the heck you should ask in a reference check!

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