Is there such a thing as the perfect candidate?

Finding the right people to fit into your business can be a laborious task.

While here at Untapped Potential we do things a little different than convention suggests, we realise how difficult it can be to find that perfect fit.

There are of course, four fundamental questions you should ask before you embark on your process for getting that perfect person on board:

  • What skillset is required to do the job?
  • What personal behaviours will the successful candidate need to demonstrate?
  • What’s the culture in my organisation?
  • What skills am I missing in my organisation?

But there is so much more to take into consideration for the business because in a competitive market-place, the winning candidate must bring something more than just the right skills and competency to do the job:

The risk

Employing someone “you think” might be the right fit is a risky business, mainly because you are not just taking them on to fit in with the workplace – although this is important. What happens if they turn out to be bad at their job? It is not only a risk to their career, but also yours if they turn out to not be what they seem to be on the tin.

Persuasion tactics

Hearing a convincing case that you are taking on the right candidate carries a lot of weight. The interviewee has to persuade the interviewer that they can do the work and deliver the results; fit in and be a great addition, possess the skills and experience to stand out from the crowd and hiring them makes the interviewer look good. There’s a lot to take in there!

No “cocky roosters” or “whiny sheep”

Most businesses like their new employees to be eager and confident but don’t let this be confused with being cocky and arrogant. We all know the ones, those who say how amazing they are and how hiring them would be the best thing the business ever does. Or those candidates who say they are willing to do whatever it takes to be part of the company, sounding needy never does anyone any favours.  You must ensure you see through both these traits.

The “knowledge”

Sitting in front of someone who has no idea about the nature of the business, what services is has to offer and their customers isn’t going to work out very well for either the candidate or the company. Not that you are expecting them to know everything but one which has done their homework, journeyed the website and checked out their social media platforms might have a better idea than one who wings it.

Intelligence, integrity and likability

According to a recent study, around 80 per cent of the productivity of an employee will be determined by his or her level of intelligence. While this is important, employers like people who are warm and friendly but also ones who can be true to themselves and willing to admit their mistakes.

The above – like all blogs – is only there as guidance and tips on finding the “perfect” candidate because, at the end of the day, there is only one person who can answer that question – you.