Hiring the right candidate is pretty much like looking for a needle in a haystack. Employers complain that a vast majority of the graduates they get are not up to the job. EDUCATION MAIL lines up some of the country’s top talent spotters and finds out what they look for in a candidate while hiring.
- Talent spotters now regard potential as one of the key employee attributes for hiring. How do you spot potential and passion during a job interview?
Potential and passion are difficult to observe if the interviewer is not skilled enough to do so. However, a seasoned person can assess the same by asking questions such: what is the most exciting thing you like doing? Can you give me an evidence I example of success in the same? How many times you have taken an initiative to start a project? What is your percentage closure rate on such initiatives? Who can verify the same? If you had no consequences to worry about what will you do in life?
These include medium to long-term ambitions, his/her learning ability, taking an initiative, being flexible and open to change, working in teams.
- What are some of the common issues which you confront among graduates while hiring?
An idealist view of can do attitude, nothing is impossible for me and fast progress in money matters and promotions with little loyalty towards the organisation.
- How crucial is a candidate’s domain knowledge when it comes to hiring and what is your experience on this front from campuses?
Domain knowledge is important in technical or specialist role hiring, the challenge however is that candidates who are just technically strong might not necessary love to work with or lead teams, as they are more of individual contributors.
- What Is the transitional change which a candidate has to be prepared for when he/she enters the job market from the campus?
The transitional change needs to happen at the thought level a higher sense of responsibility for the output/cause and what can I contribute before I expect anything in return.
- How beneficial is social media in hiring candidates?
It is becoming pivotal as social profiling can give an idea about the leanings and preferences of an individual. So, yes, social media helps to assess the personal aspects of an individual in addition to professional skills.
- How can a candidate make himself/herself valuable in his line of work?
Understand the culture/fabric of an organisation and realise how her/his role fits into the larger scheme of things, show discretionary efforts, that is dc more than expected and keep on learning.
- How severe can be the cost of making mistakes on a professional level, as opposed to academics, where it can end with a little red circle?
Severity can range from mild to intense depending upon the context and the people involved. Work-related mistakes are less expensive as compared to mistakes pertaining to integrity, personal values or relationship with peers.
- How should women strike a balance exploring different interests while focusing on career goals?
Balance is very important and if one can make a link between personal liking/interest and career goals, then magic happens. Irrespective of the gender, one should continue to explore different interests as one never knows what to expect next in career line.
YOGESH SOOD. CMD, VitalSmarts, a company specialising in corporate training and leadership development on the importance of self-evaluation in winning a job interview.