When
you’re in the process of reviewing potential candidates, it’s easy to fall prey
to common biases, especially when you rely on resumes and interviews. According
to a study by Michigan State University, employment interviews are only 14%
accurate, and yet 90% of all hiring decisions are made from interviews. So how do you select the best candidate
to serve your company and ensure tangible results that elevate your brand and
mission as an organization?
Some
of the most commonly overlooked factors in the hiring process are a candidate’s
competencies, or soft skills. For many jobs, soft skills are as important as
technical skills in producing superior performance. In fact, soft skills are
often transferable to different jobs, whereas technical skills are usually more
specific.
Let’s
say a candidate you’re considering has been using your CRM system for most of
her career. In the short term, you may be confident that she understands the
functionality of the system. Perhaps even she’s developed mastery of the
system. She can run a query, invoice a customer and import/export data.
However, do you know if she has developed personal accountability, a measure of
the capacity to be answerable for personal actions? Does her problem solving
ability require further development as she anticipates, analyzes, diagnoses and
resolves problems? What about her flexibility? How agile will she be in
adapting to change if the company were to switch CRM systems, and does she
posses the initiative in learning and implementing new technologies that comes
from having the well developed skill of continuous learning?
By
identifying the soft skills that will make a person excel in a specific
position within your company, you will help ensure proper job fit. Your
employee will shine, and when she shines, that resonates throughout the
organization, and your customers will see it too.
To
read more about our selection process click here: http://vantagegroupinc.com/toptalent.html
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