How to Evaluate Candidates Before Hiring

Employees are the backbone of any organization. As a result, the hiring process should be done most appropriately to ensure the on-boarding process brings the best. There is nothing more crucial to the success of an organization than bringing the right people to your team and encouraging their growth. However, hiring the right talent is a challenging process.

You need to confirm and evaluate candidates by testing their hard and soft skills. Evaluation can include cognitive abilities and emotional intelligence. If you are looking forward to hiring the right talent for your organization, here is how to go about it.


Technical Skills

Creativity and presentation skills are very important for marketers. Programming skills will form the backbone of success as a software engineer. An accountant will need to have analytical skills. So, whatever the position you are looking forward to hiring. ensure the technical skills are well met. Ensure the candidate is competent and has the right technical skills for their success.


Ego and Humility

Ego and humility can be a difficult area to create a balance. With too much ego, candidates may end up suffering from the Dunning-Kruger effect, which is a situation where under performing individuals overestimate their abilities. On the other hand, if a candidate has too much humility, they will have problems getting their point across their fellow workers. A good candidate needs to have a balance of both ego and humility

Accountability and Project Ownership

If a candidate has the required technical skills, it will be easy for them to do what they are required to. However, that should never be enough. A perfect candidate for your hire will be proactive. They should come up with new ideas and make proposals of key improvements that are in line with the vision and mission of their organization. For projects that they are involved in, they should show full ownership and accountability.


Communication Skills

There needs to be a deeper knowledge of what motivates a person. If employers know the ambitions and work ethic of candidates, the hiring process becomes easier. A good candidate must be able to have a clear line of communication with their coworkers and supervisors. They should be able to put forward their concerns and points in a clear manner free from doublespeak. A good candidate will also know how to ask for help and who to ask.

Cultural Fit

Once you have gotten past the functional aspects of a candidate, the next step you need to evaluate is personality and cultural fit. This form of evaluation will be important to determine if you can work with a candidate or not. As an employer, you can’t afford to spend half of your time dealing with character issues of an employee- and this is the reason personality fit is very important. You need to work with candidates on real company projects alongside current employees as their mentors. That way, you will get a better perspective on how it will be like to work with these candidates in real life. It is a type of pre-hiring evaluation that is priceless and invaluable for improving on your long term employee retention rate, reducing turnover, and aligning candidates with company culture.

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