The talent market is crowded right now, and hiring managers are overwhelmed (to say the least.) Many companies are seeking assistance in narrowing down their prospects to hire only the best employees. However, that can be tricky when assessing the mid-level range. When hiring for a mid-level position, you’ll receive resumes from candidates across the board. Some may boast stronger education, while others have experience that speaks for itself. How can you ensure you’re hiring a candidate who will be talented and loyal to your company? Here are a few things to keep an eye out for when hiring a mid-level employee.
Drive To Succeed
You may be surprised that our first point isn’t “related experience,” but hear us out. There are millions of candidates on the market right now. Some may be overqualified; some may be pivoting their career. Not all candidates will have matching experience. Don’t get hung up on line-by-line qualifications on paper. Simply look for candidates that have the drive to succeed. Have they worked their way up throughout their career? Can they provide concrete examples of times they’ve gone above and beyond?
The Ability To Talk Through Situations
Behavioral interview questions were made for mid-level employees. These candidates aren’t so well-rehearsed that they have an answer for everything, yet they have enough experience to walk you through situations they’ve encountered throughout their career. Craft behavioral interview questions specifically tailored to your mid-level employee role. Dig deep to find out how a candidate would react in different situations and don’t be afraid to push them a little out of their comfort zone. How a person responds will be a great indicator of how they will work under pressure if hired for your position.
A Culture Fit
“Culture fit” has been a hot topic in hiring this year. Many have accused the term of perpetuating hiring bias. However, keep in mind that you define what culture fit means in relation to hiring for your position. Hiring for culture fit typically means assessing candidates based on their alignment with your team and company’s values, beliefs, and behaviors. And for a mid-level employee, it’s often a crucial metric for success. To hire for culture fit, be upfront about your culture early and often throughout the hiring process. Include it in your mid-level job description, explain it during the interview, and detail it well in your offer-package. That way, candidates gain a clear understanding of what you stand for, and they can make an educated decision accordingly.
When hiring a mid-level employee, look beyond the resume. Of course, you need someone with experience, but soft-skills will be what sets a winning candidate apart from the rest.