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As you narrow down the field towards making a final hiring decision, what criteria should you use for rejecting job candidates? The process can be overwhelming – and much is riding on your selection.

Factors to Consider

That pile of dozens – and dozens and dozens – of resumes and applications will get shorter – and for the right reasons if you consider these factors, which should automatically eliminate poor candidates from contention.

  • A sloppy resume or application form. There simply is no room or reason for spelling errors, formatting issues or generic cover letters. Resumes should be succinct and impactful. In most cases, this means one to two pages, max.
  • The wrong skill set. This includes transferable skills that can neither be taught nor bought when hiring a new employee. Not to disregard the basic educational and professional requirements of a position, pay special attention to these soft skills. Hire for potential. Hard skills can be learned or polished on the job.
  • An unsuitable personality. Picture the candidate working in the job. It’s your responsibility to position them to succeed – and personality is a big factor. For instance, you can’t expect an extrovert to thrive in a hard sales or similar customer-facing role.
  • A cultural misfit. Be sure to understand a candidate’s interests, values and passions – and ensure they align with the mission and vision of your organization.
  • Speaking of passion … A person’s passion and enthusiasm for a job are conveyed not only through their words (after all, interview responses can be rehearsed ahead of time) but also through their gestures and body language – and even the spark, or lack thereof, in their eyes when discussing their future with your company.
  • If an individual shows up late for their interview, what are the chances they’ll get to work on time if you hire them? Unless they have a credible, compelling reason, tardiness is evidence of poor planning and organizational abilities.
  • Poor follow-up questions. A candidate’s questions at the conclusion of their interview can speak volumes. Good questions show they have done their homework in learning about your company and the position, and that they’re truly interested in joining your team. If they have no questions whatsoever? Immediate red flag!

PrideStaff Modesto can help you identify your unique staffing needs and the real skill sets and criteria each job candidate must demonstrate. Read our related posts or contact us today to learn more.

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