Choosing the Right Candidate

Choosing the right candidate

Recruitment Hiring Skill Qualification Job Concept

Interviews are just as nerve-racking for the interviewer as they are for the interviewee. The interviewer must listen carefully, in hopes of not just filling a position, but choosing the right candidate for the job.

A resume will only give an employer limited insight into a candidate’s work ethic. But an interview will allow an employer to ask specific questions to determine if there is a good fit and if the hiring process should proceed to the next level.

Tardiness to an interview is always a red flag, but it’s not as inexcusable as some other factors. In What Are Some Red Flags in a Job Candidate?, Ramkumar Balaraman highlights some flaws that should not be overlooked when looking to fill permanent positions.

  • Job Hopping – Be sure the candidate can provide good explanations for leaving former employers. If he switches jobs every few months, he may not not last in a permanent position. And if he is unable to speak about a former employer without sounding angry, you should start looking at more professional candidates.
  • “I” vs Team Player – There should be a healthy mix of “I” and “we,” when discussing projects and accomplishments. The “One Man Show” could be problematic.
  • Chattiness – You want someone who communicates well and is a good listener. If a candidate constantly requests that you repeat a question or talks without actually contributing anything substantial to the conversation, he may cause productivity issues down the road.
  • Sincere Interest – Does the candidate speak as if he has a true interest in your nonprofit or are his responses generic to any employer? A good candidate should hope to gain more than just a salary from a permanent position.
  • Cockiness – Confidence is valued, but a person should also maintain a level of humility in a professional setting. A good candidate shouldn’t pretend to know everything, and should demonstrate a willingness to learn and adapt.

Do be wary of the “fence-sitter,” the candidate who then drags his feet on accepting your offer or attempts to renegotiate after he has been offered the job. And don’t be afraid to bring in extra candidates, even those who may seem a little under-qualified. Second, third, or fourth interviews are not unheard of; do not feel rushed to make a hiring decision.

Also see:

8 Tips for Hiring the Right Person for the Job

For more on the interview process from Third Sector Today:

Webinar: How to Interview Strong (from either side of the desk)

4 Tips for Effective Online Interviews

About the Author: Aloma Arter is a Media and Professional Communications graduate of the University of Pittsburgh and a writer for New Place Collaborations, LLC. A reformed fashion addict, she now spends her time writing, walking her dog, beating her grandmother at Scrabble, and seeking awesome adventures.