As companies scale, upper management begins to focus more on business operations and the macro management of the organization. Recruiting decisions shift to hiring managers and recruiters. As a recruiter, you want to be able to hire candidates that uphold the company’s values and culture. Before you reach out to candidates, everyone on the hiring team should have a clear sense of your company’s core values and markers you’re looking for during the interviewing process. Now the question becomes, as a recruiter how can you hire with the same mentality as your upper management?
Ask behavioral interview questions
Technical questions are an important part of any interview process but it’s important to remember that they are only one piece of the puzzle. Asking behavioral questions during an interview is a great way to test emotional intelligence, temperament, and the candidate’s stress response. The unconventional nature of behavioral questions tests candidates’ authenticity and problem-solving skills. By pushing candidates out of their comfort zone and asking questions they may not expect, you’re better able to get to their values and understand them.
Look beyond the resume
Resumes rarely showcase a holistic view of the candidate. For example, the difference between skill and competency is hard to gauge by quickly scanning a CV. It’s especially hard to vet candidates early in their careers based on resume alone. Inc. Magazine argues, “excellent candidates are being overlooked, not because they lack ability, but because they have a blank resume.” For inexperienced candidates, it’s important to look at a candidate’s aptitude and whether they could learn the necessary skills, and then quiz their skills and competencies. You want to hire for the future–you want to hire people that are not afraid to take initiative and have great work ethic. Sometimes the best candidate is not the one who has the most relevant experience but the one with the most potential. Here are two suggestions to consider. First, you can ask candidates to solve a problem during the interview or submit a writing sample with 24 hours. Second, to gauge passion, you can ask candidates to speak about any personal projects that they may have started or are working on.
Hire for the “IT” factor
Soft skills and non-technical skills can be hard to quantify. Understanding how a person works with others or their leadership potential isn’t something that any resume or even quick interview will uncover. But, these skills are important to the “IT” factor. Google believes that “Technical ability will only carry you so far. Employers also want to see a skill that can’t be taught.” That’s why asking behavioral interview questions are so important. They help assess how a candidate works with others. Teamwork, communication, work ethic, adaptability, problem-solving, and intellectual humility are some of the important qualities to look for when hiring and vetting candidates. Next time you hire, think about: does this candidate have the “IT” factor you are looking for?
We know that building your team can be challenging and time-consuming. That’s why we designed Smartly Talent, our hiring platform where you can efficiently browse and connect with high caliber candidates for your open positions. We have amazing software engineers, data scientists, marketing managers, account executives, product managers and more who are active in our career network and are taking advantage of our learning platform to gain the business skills they need to get ahead in their careers.