Like many employers, you may be having difficulty hiring the best talent. As a result, you might feel inclined to hire your top candidate after reading their resume and scheduling an interview. However, you need to take the time to make sure the candidate is exactly as good as they say they are. Although they may seem like a great match on the surface, you need to uncover additional information to validate their claims.
Discover some steps you can take to determine whether your best candidate truly is the right one to add to your team.
Not Sharing Specific Contributions
Your top candidate should give concrete examples of their individual contributions and those of their team members to complete projects. You need this type of information to learn more about the candidate’s role in a project and how it fits with the team dynamics.
The candidate also should talk about other details relating to their current job or the job they want. Otherwise, they may lack the skills and qualifications needed to complete the work. Think twice about hiring this candidate.
Hesitation to Provide Work Samples
Your top candidate should be happy to show you examples of what they accomplished in previous roles. This demonstrates the value they can provide for your own organization.
If the candidate hesitates to participate in a technical interview, it may be because they lack the core skills necessary to carry out the job responsibilities. The candidate may not want to admit that they cannot complete a skills test within the allotted time. This likely is not the right candidate to hire.
Lack of Interest in Learning
Your top candidate should be eager to participate in ongoing learning and development opportunities. This lets them develop new skills and qualify for additional opportunities for career advancement.
A candidate who believes they already know all that they need to likely will be stagnant in a role. Disinterest in improving their abilities means a lack of growth for your organization. This is not a candidate you want to add to your team.
Not Asking Questions
Your top candidate should be asking questions throughout the interview. This shows they are engaged in the conversation and curious to know more about the position and company. The more information the candidate receives, the better they can determine whether the job is a good match for them.
Not asking questions signals disinterest in the discussion, job, and organization. Since it is unlikely that every topic was covered during the interview, the candidate should want to know more about at least one issue that came up during the talk. You likely should not hire this candidate.
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