What do you do if your interviewee lacks experience in Plant Operations?

Well, it depends on that in which area he is lacking ? we required qualification, experience, skills & competencies and the wilingness of the candidate. He come prepared or not, this comes at the end. If he is lacking in qualification or experience, it's a diffrent category to look for, sometimes yes, sometimes NO, depend on the GAP. But if he is lacking in experience and skills, i would rather go for hiring because these can be improved with the training system and with the passage of time. The positive behaviors, improvement mindset and strong energetic people should get chance.

Absolutely.. assessing potential is key when considering candidates without direct experience in plant operations. Look beyond the resume to identify transferable skills like problem solving and adaptability, which are crucial in any operational setting. Evaluate their eagerness to learn and their ability to grasp new concepts quickly. While direct experience is valuable, a candidate's foundational understanding of industrial processes and safety protocols can be equally important. With the right attitude and aptitude, candidates can often bridge experience gaps through on-the-job training, making them valuable additions to your team.

Just the fact of an individual having the courage to apply for a role outside of their norm, based upon their thoughts and arguments to support they are qualified, goes a very long way on my value I place upon what he or she can bring to our company . But they must come prepared to bring a good argument which can bridge those skills, or just show they learn fast and are eager.

While direct experience is invaluable, assessing a candidate’s innate potential can also be telling. My Suggestion is to look for analytical thinking, problem-solving skills, and the ability to learn quickly through questions that simulate real-world scenarios they might encounter in Plant Operations. Candidates who demonstrate clear thinking and adaptability in these scenarios may still be a strong fit, provided they could adapt well after their initial training period.

A solid educational background in a relevant field can sometimes compensate for a lack of direct experience. What can you do in this case? Begin by reviewing their educational qualifications and any coursework related to Plant Operations, engineering, or management. Discuss their academic projects or internships that might have provided them with a foundational understanding of the industry they are interesting to serve and develop their careers on.

In a plant operations environment, soft skills, such as teamwork, communication, and leadership, are often just as important as technical skills in Plant Operations. I'd personally evaluate these skills through behavioral interview questions. For example, ask about a time they led a project (even if it was a personal project) or navigated a challenging group dynamic. These insights can reveal how they might handle the complexities of a plant environment.

If a candidate shows promise but lacks specific skills or knowledge, consider the availability and effectiveness of on-the-job training. Discuss potential training programs your company may be able to offer that could help bridge their knowledge gap. But make sure the candidate is willing to and understands exactly what it would take to undertake such training, but above all make sure the candidate shows genuine interest in learning about plant operations and the life of operations and maintenance personnel.

Actually this topic is uncertain. Because earlier you have had picked a CV that match your requirements , so if you discover that the interviewee has not good enough or has a lack unlike you need so it’s. But, if you have junior candidates may be he worked for a year or two so this your choice and I think what you need to focus in his attitude , behavior , energy , minimum job requirements for his level and his basic knowledge of his career

Diversity in experiences and backgrounds can bring new perspectives and innovation to your team. Be open to candidates who may come from different sectors but show the aptitude and transferable skills that could be beneficial in Plant Operations. Sometimes, the best team members are those who can think outside the box and offer fresh insights.