Do not judge a book by its cover” is applicable in all walks of life, leave alone in Hiring candidates for a role. A resume is the outer cover of potential talent, while the entire truth lies beyond the veil of an impressive or inadequate resume. While it is a cakewalk to reject a profile based on a piece of paper, it is imperative to analyse the talent from a 360-degree perspective so that the most deserving candidate is spotted and fits your employment category perfectly. While traditional hiring strategies are all about black-and-white, tried and tested methods, non-traditional evaluation criteria empower the Human resources team with a holistic approach to appoint the right candidate whose individual goals align with organizational goals.
This blog revolves around effective hiring metrics that help scrutinise what is on the resume and what lies beyond. Keep reading to discover these!
Discover their core Personality
Key personality traits of an individual reflect their core belief systems, how they perceive the world, how they tackle situations, and how they process information. One of the most popular personality tests is the Myers and Briggs personality test, an introspective self-report questionnaire revealing 16 distinct personalities based on a series of questions. It helps recruiters understand if a prospect can gel well with the team and hone their personality strengths.
Assess Punctuality
Punctuality starts right from attending the interview to sending documents on time. As a hiring team, you have immense scope to assess a potential talent’s candidature through these small gestures. It is imperative to avoid going overboard with this aspect at the beginning of the interview procedures but subtly gauge this trait of the candidate. A punctual candidate can be a proactive one concerning deliverables however, this might not be necessary.
Measure their Confidence levels.
Whether it is a Zoom interview or an in-person interview body language never lies. This trait might never reflect on a resume, so it depends on the hiring team to gauge if the candidate is confident enough to assume the role for the entity’s business needs. Steady Eye-contact, an upright posture, firm handshake when met in person are some expressions that demonstrate a confident candidate. While the company can groom a candidate to be more confident, if it is a viable trait, it is a positive quality that the hiring team must capitalise on.
Know about Cultural values
Company culture must sync with the individual’s belief system. How a company likes to address colleagues, workplace attire preference, feedback receptivity, openness to ideas, community building, and fostering work-life balance are part of the company culture. The hiring team must ensure that it is vocal about the company culture and know if that matches the individual needs for a successful onboarding experience.
Gauge their Enthusiasm
An enthusiastic candidate is an asset to the company because of the positivity one creates. Enthusiasm can be gauged, by the way the candidate communicates while talking about past achievements, conflict resolution, and career decisions. An enthusiastic candidate also craves timely feedback, which is to be taken into account during the employee’s tenure. A vivacious spirit is always welcome to mitigate drabness and to keep others motivated during the journey, which the hiring manager must note.
Assess their Life goals
The hiring process entails a long set of steps and costs which go in vain if the candidate does not plan for a long-term association. Every individual has a short-term and long-term career goal supported through an organizational association. The goals must be symbiotic with each other, to prevent attrition that drastically reduces the business’s credibility. Encourage the candidate to divulge their short-term and long-term plans to avoid conflict of interest, detrimental to a collective business goal.
Finally, people should not be misjudged by pieces of paper, and a resume does not justify what one holds beyond the same. Few of the above qualities can be honed, by an empathetic manager or a soft-skills expert during the association with the company. After all, employability depends on the knowledge, skills, and attitudes of the potential employee, and the above factors would propel a successful candidate evaluation and attract and engage the right candidate for a business.