Hiring "A-Candidates" will provide exponential success for your organization. Finding them is the hard part. Below are a few (of many) considerations to help identify if someone is an A-candidate.
1. Matching Passion
An A-candidate in a past role may not be an A-candidate at your company. Identify your candidates' passions and motivators to make sure you are offering them the same fuel to drive them. Plenty of successful people were failures in different jobs and companies until they found their place as a 'square peg in a square hole.'
Tip for identifying a match of passion: When your candidate leaves the office for the day, will their unfinished tasks and company goals still be on the forefront of their mind, or will their minds leave the office when they physically leave the office? If they show evidence of loving their role, you may have found passion.
2. History of Continual Learning
Someone who is determined to continue expanding their knowledge in your company field is less likely to settle in a 9am-5pm role. This is an indicator of an employee who has the drive to "get things done" through times of adversity, as well as someone who believes in themselves as a worthy investment. If they won't invest in themselves, why should your organization?
Tip on continual learning: This doesn't have to come in the form of formal education. If your candidate shows evidence of focusing on knowledge gained toward achieving their goals, they are more likely to accomplish their goals with or without your company. If your company goals align with theirs, success for them means success for your organization.
3. Right Cultural Fit
Companies are each unique in the lifestyle their employees will experience day-to-day. A proper cultural match enables employees to reach their full potential with less chance of burnout.
Tip on finding cultural fit: Does your company place a higher value on entrepreneurial & self responsibility or steady, structured processes? If your company prefers a hands-off approach toward allowing your employees to thrive, make sure you're not hiring someone who requires a more procedural environment. The opposite holds true for candidates who prefer structured environments; placing them into loosely managed roles could be counter to everyone's development.
Encourage questions and responses in the interview process that bring out these underlying focus areas, whether you're the candidate or the hiring organization. A proper match is a win-win for everyone.
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