At the time of an interview, a perfect looking resume is invariably presented in front of the interviewer, which highlights the achievements and positive qualities of the candidate. Irrespective of an impeccable copy of the candidate’s curriculum vitae, a professional recruiter or employer is always seen to be inclined on discovering the person behind the candidate, delving beyond his or her proclaimed bio data.
According to William Almonte Mahwah, there are a few precise and incisive tactics of questioning the interviewee which are effective in bringing the qualities, negatives and eligibility of the candidate to the fore. In this article, employers keen on setting the perfect and expedient questionnaire in order to discover the best talented employees, shall find a comprehensive discourse on how to judge the potential of a candidate by proper yardsticks.
Also, there are certain wrong measures adopted by employers and recruiters while hiring and these flaws in a recruiter inevitably lead to the selection of improper candidates. Here you also get relevant tips on what are the commonly encountered mistakes by hiring professionals and what are the possible ways to keep such flawed approachesat bay.
Ability of self-assessment
Since every individual has positive as well as negative qualities, it is a fact to be accepted without any glitch that no one is infallible. But at the same time, it is also important to know whether or not is a candidate capable of assessing and acknowledging his or her own flaws. According to William Almonte, it is most prudent of an employer to ask a candidate to cite the best of skills and qualities he or she owns and practices. The candidate should also be given space at the time of an interview an interviewee should always be given the space to point out his or her own negatives.
It is important to observe how an individual candidate cites and defines his or her negative qualities in front of an employer. The response of the candidate to such questions is to be conducive for judging his or her style and capability of self-assessment. A specific rejoinder to this kind of question is likely to elucidate the candidate’s views on certain qualities and professional skills which he or she considers important in the particular field of work.
Hiring the right employee for the right position
When the newly hired person is required to work as part of an already existing work or project, in such a situation, there is no need of hiring an experienced candidate. Rather, it has been observed for fact that under such circumstances, a fresher, with a relatively greater flexibility to adapt to new situations, prove more apt and advantageous.
On the other hand, when a particular job profile requires former practical knowledge and exposure of an employee to a specific domain of work, the focus of a recruiter should quite naturally shift towards an experienced candidate. However, under no circumstances should an employer mingle job experience with the uniqueness of a candidate’s individual talent and creative skills.