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Professional recruiters have 4 criteria by which they evaluate candidates:
❎ Motivation. The candidate must be interested in the work, show enthusiasm and zeal for it.
❎ Qualifications. The candidate must have the knowledge, skills and qualifications to perform this work. Usually this criterion is checked by work experience in this position, for young specialists there are other methods of verification.
❎ Compatibility and manageability. The candidate likes the company, the company likes the candidate. There are signs that indicate that the candidate will fit in well in this company and get along with the manager, while the manager will be able to effectively manage him.
❎ Security. Addictions, criminal records, deviant behavior, false information in the resume that contradicts what is stated in the documents. All this can affect the quality of work and the result, as well as the atmosphere in the team. Most often, the company’s security service gets involved in this point and checks the candidate.
For the hiring to be successful, there needs to be a plus sign next to each criterion. If one of the plus signs is missing, this is a potential risk zone during hiring.
Thus, a highly qualified but unmotivated candidate can be practically useless. Because theoretically, he can do the job, but he doesn’t want to) well, and if not, then no court!
An alcoholic employee may not show up for work on Monday, ruining negotiations with the client. An employee who is a gambling addict may lose all accountable funds and disappear altogether. An uncontrollable department manager can lead the entire team away with him. Where it is not necessary(
Now we have a time of great opportunities and unlimited options, so I am faced with the fact that different companies conduct thousands of different tests and put forward a huge number of different criteria, afraid of making a mistake when hiring. Of course, everyone has their own specifics. At one time, a structured interview method and a competency-based interview were invented for this.
But, by and large, these 4 points are enough to avoid making a mistake when hiring. Of course, if the selection is carried out by an experienced recruiter, with great insight, this will also be a big plus, because a person is a very difficult subject to assess.
What non-standard assessment methods have you encountered? Perhaps you were selected using some non-trivial methods?
How well, in your opinion, were they justified and substantiated for this particular position?