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2/6/2017 |
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Are You Hiring Just Two-Thirds Of A Candidate? |
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Are You Hiring Just Two-Thirds Of A Candidate?
by Hank Boyer
When companies hire people, the most common practice is to go about the process of describing the ideal candidate in a job posting and/or job description. Employers typically identify things like:
- The essential duties of the position;
- The ideal set of educational credentials and experiences a candidate should possess; and
- A set of core competencies the candidate should possess.
The more information provided in the job posting and job description, the more keywords can be utilized to match ideal candidates with the opening.
However, this method of selecting people is missing at least a third of what makes the person a successful fit for a position of interest. And if you are missing a third of each candidate, then both the employer and candidate have increased the likelihood of an unsuccessful employment.
Let me explain. Look at the list above and you can see things that relate to what the person knows and the skills he or she can demonstrate through experience.
Simply put, the job order calls for a specific set of knowledge and skills. Both knowledge and skills can be taught. Theoretically, anything the candidate is missing could be taught by the employer to make them into a "complete" candidate.
However, what about the candidate’s talents and behavioral and cultural fit, both of which cannot be taught? A mismatch between candidate and employer in either of these areas suggests an ineffective employment relationship will follow. Both employer and employee will be uncomfortable.
Let’s explore at a high level what talent and behavioral and cultural fit have to do with job success.
Read full article on MultiBriefs.
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