Assessing the suitability of a candidate can be complex, when trying to find out if they are both experienced and skilled enough to fulfil the role, and whether they are the right cultural fit to thrive in the role.
Job experience alone does not predict the future job performance. A recent study published in Personnel Psychology found that there was only a weak relationship between a pre-hire experience and performance, and zero correlation between previous work experience and retention and whether a worker stayed with their new organisation.
This is why its important to have a more rounded approach to the candidate evaluation process, considering their qualities and attitude to a role too.
With the recruitment process being the first step to finding and embedding the right candidate, we are going to take a look at some of the key indicators that a candidate is the right fit for you, and what are the other essential qualities to look for in your next hire.
Look for ways the candidate displays passion
When passionate about a particular topic or industry, it can be hard to hide the fact that you love it. Has the candidate gone above and beyond in their research of your organisation? Have they demonstrated they understand the market, any hot topics or economic challenges or opportunities? Have they prepared something for the interview that you didn’t ask them to but adds value? All of these things can demonstrate their passion for the job and working for your business.
Finding enthusiastic people who show energy and an extra understanding of your industry or their work, can aid future productivity and morale when they become part of your team.
Confidence in their own ability
Confidence does not always come from being the most extroverted person, but can also be a quieter confidence in their own knowledge, experience, and ability to learn.
In order to navigate the tasks ahead within your organisation, you are going to want to hire someone you can trust, and that comes from having confidence in your employee’s ability to complete work to a high standard and do what they promise.
In an interview, you can get an understanding of a candidate’s confidence in how thoroughly they answer your questions, the examples they give you, and whether they ask appropriate questions. If a candidate isn't the most articulate in delivering their answer to a question, try to understand nerves can sometimes get in the way. Instead look for ways to set the candidate at ease so you can help bring out the best in them. Smile and encourage the candidate where possible.
Have they demonstrated a desire to learn?
When a candidate show’s their willingness to learn, it can indicate their attitude to improvement. Even when someone is interviewing for a senior role, they should be able to demonstrate how they keep up to date with the latest market or industry information, or how they are seeking self-improvement. Some of the things to look for in an interview are:
Is the candidate asking lots of relevant questions?
Have they learned any new skills recently?
Have they earned any certifications or taken any relevant courses?
Have they asked about training and development opportunities in this new role?
Do they have ideas on how your organisation could improve, after doing their research?
Another way to draw out how a candidate has learned is by asking the question, “tell me about something that didn’t go well in your previous role, and what you learned from it.” Many people forget that learning comes from making mistakes, and it takes a lot to hold yourself accountable for these whilst admitting that you learnt from the situation.
To aid in the progress and productivity of your organisation, a thirst for knowledge and eagerness to learn something new is going to be an essential requirement in your next hire.
Is the candidate tech savvy?
Whether your role is tech focused or not, the development of technology in the twenty-first century has gone beyond what we could imagine. With programmes such as Chat GPT becoming a part of our daily lives, having a candidate who understands different systems, algorithms and behaviours, and the upcoming tech trends will aid your company’s ability to stay relevant and embrace every opportunity that comes your way.
Make sure you ask about the systems and programmes they have used, how they have used them, and even if they are aware of new technology being used in your industry.
Combine experience with qualities to make the right hiring decision
Finding the right person to join your team is crucial to the success of your company. That is why you need to combine an assessment of their experience and knowledge, as well as their qualities to assess a candidates suitability and culture fit. By looking for key qualities such as a confidence in their abilities, if they have a strong work ethic, and a willingness to learn and grow, you can ensure that you are hiring someone who will be a valuable asset to your organisation.
Remember to take the time to get to know your candidates and their unique strengths and skills and trust your instincts when making your final decision. With the right person on board, your company will be well-positioned to achieve its goals and thrive in today's competitive business landscape.
If you need help finding the right candidate for your business, contact our team today. We specialise in technology roles, as well as roles within the actuarial and insurance sector. We look forward to hearing from you soon.