Hiring new employees is always a test when it comes to assessing their capabilities and suitability for the job at hand. Understanding a candidate’s competencies in relation to the position they’re applying to fill is necessary as it demonstrates their behaviours and whether or not they have the abilities, knowledge, skills, and personal attributes to be successful.
The core competencies that you should be on the lookout for in a candidate are their ability to lead people, achieve results, work with and manage others, and how they manage themselves. A balance between these competencies are necessary as they can make the difference between an employee that contributes greatly to the company and one that rides on the coattails of others.
Not every core competency will relate to specific. Recognising whether someone is over or under-qualified for a position is crucial to filling vacancies effectively. Before starting the hiring process, understand what competencies are required for the position and what the ideal candidate should bring to the table in order to make them the best person for the job.
There are a number of overarching facets to consider beyond core competencies that hiring managers should be on the lookout for. Has the applicant worked in a position of a similar nature before? In other words, do they have knowledge of the job at hand and the necessary skills, training, and education that will allow them to work efficiently? Attitude, motivation, physical capacity, coordination, and past experience, roles held, and job progression in previous positions are all qualifiers that can help you identify capable candidates.
By doing all the hard work in the hiring phase of the process, you will save yourself and your company time and effort when it comes to employees filling their roles in a way that helps them work independently and proficiently.
If you would like advice on putting together an effective Employee Screening Policy or attending one of the iFacts FREE training sessions please contact us on email@example.com.