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Selecting the Right Candidate

How do you know if you are selecting the right candidate at the end of the interview process? It can be easy to feel conflicted between someone with the right “vibe” and someone with the seemingly perfect experience level. Read on for some help with weighing the value of different characteristics to your company.

Qualifications

This is the first thing we look at when a resume comes in. In most cases, you do not even need to speak to this person live to know if they are technically qualified for the role for which you are hiring. However, it is beneficial to speak to the candidate to find out in what capacity they were doing this work previously. There is no international standard for what every job title really entails, so make sure to dig a little deeper. Ask them about their day-to-day in previous roles to gain a clear understanding of their experience.

Soft Skills

Dare we say that soft skills are just as important as concrete qualifications? WE DARE. Specific soft skills make someone teachable, motivated, easy to work with, etc. Look for someone who is a good communicator and always looking to improve. People who are open to hearing others’ perspectives and willing to admit mistakes in their work are usually the best at what they do—they are consistently looking to better themselves and their craft. These candidates see coworkers as resources rather than competition; they will be a great asset to your team.

Culture Fit

Does this candidate fit with the “energy” of your team? Obviously, we do not want to have an office filled with 30 copies of the same person, but teams work best when they get along well. Having a diverse group of people that can easily get along and communicate is ideal. A candidate can be wildly different from others on your team, but if they can jump in and chat with the team, they may be an excellent fit for you.

Hiring is an exciting process. JSG wishes you the best of luck in finding that perfect fit!

Communicating Company Values to Candidates

When hiring new employees, it is crucial that they know what your company stands for. How can you communicate your values as genuine, rather than just all talk?

Share employee experience

Typically, it is good to have a candidate interview with more than one person from your company. Use this to your advantage to share information about your values. Encourage whoever is interviewing the candidate to share what they genuinely like about the company and what it stands for. Suppose your employee truly feels like your company reflects your values well. In that case, this will be communicated to the candidate in how the employee speaks about the company.

Cite the action behind your words

Describe for your candidate how the company values play into daily work. You can speak about this when describing what they can expect when working for you. For example, if you value balance, you may refer to how you do not ask employees to work past regular hours. If your company values community outreach, you could mention your company’s monthly volunteer projects. Candidates are wary of companies that spew buzz words without actions to back them up.

Ask their opinion

Good companies care about their employee’s opinions. This can start as far back as the interview process. Ask them what values they like to see in the company they are working for. Share with them what your company sees as important and how that may align with what they value. Not only does this open the door for conversation about company values, but it also signals to the interviewee that your company is willing to take opinions and criticism into account when growing and changing the company.

Your company values should be somewhat evident in how you conduct business. Giving candidates a taste of your day-to-day, having them talk to other employees, and doing a little bit of shameless self/company promotion is all you need to communicate your values to potential employees.