What to look for in a candidate

The interviewing process can be intimidating, especially?if you are new to recruiting. However, it doesn't have to be scary. If you know what to look for and what points to hit, you will have the confidence to interview and identify?top talent for your open roles.

Always have the 3 C’s in mind: Character, Culture, and Career. Check to see if you’re interviewing the right character (skills can always be taught) for your business. Someone who has a drive and passion for success will go further than a?lazy person with experience. Always pay attention to a person's motivations. Culture is also?key. See if the candidate would enrich the work culture. Having employees who share values and missions is crucial to the company's success. This is especially true if the employee is client-facing. You want your employees to represent you in the best way possible and that all stems from culture. Lastly, see if the?candidate possesses a career mindset. Are they someone who clocks in and out and doesn't put in effort, or are they someone who takes ownership of their work? If a person takes pride in their work, these are the people who will be most receptive to constructive criticism and work on always improving.

Another mistake I see recruiters and hiring managers make is?hiring for who they are right now and not what they?will be. There is no such thing as a perfect employee. Even a robot experiences glitches, so make sure you look for?potential and not just experience. If someone makes an error, see how they react and respond to making that mistake. If they genuinely want to fix it, rest assured you won't have to worry about them repeating the mistake.

Recruiters are always looking to fill roles, and why wouldn't they, that's their job. However, trying to fiddle and fit a candidate into a role that’s not right will make you both lose. The candidate will be unhappy and you will lose the trust?of your client. If you see a better opportunity for a candidate within your company, even if they didn’t apply, suggest it! Master recruiters know how to spot a skill and place it in the place it is needed most. This sometimes requires some out-of-the-box thinking.

Every company has a list of wants and needs that varies between them. Prioritize positions first based on the needs they fulfill. For example, a higher level position can be more crucial for a company if a sense of direction is what they are struggling with. However, if keeping numbers and facts in check, along with keen organization, is a significantly greater struggle for a business, the most important position to fill might?be a secretary or bookkeeper. In all cases, self-reflection and awareness of where you or your clients are lacking is key. Figure out what holes need patching first. Ask yourself, the filling of which position would give me the appropriate time and means to continue doing what I do best?