Why The Most Qualified Candidate is Not Always the Best
Posted February 4, 2014 & filed under Hiring Resources
Soft skills are easy to overlook throughout the hiring process. They are not easy to pick out based on a candidate’s resume/cover letter, and they don’t always take center stage during the interview.
But a candidate’s soft skills are often just as important as their technical hard skills. They can help make a person’s contribution to the company more valuable, increase his or her productivity, and boost relations among team members.
Some of the top soft skills to look out for:
Initiative
You are likely not going to be standing over your employees every second of every day, so initiative is important in any future hire. This soft skill can immensely boost the productivity and efficiency of any team.
Working under pressure
Sometimes the deadline sneaks up on you; sometimes they were never very far away to begin with. Even the brightest minds can buckle under pressure, and all the talent in the world is wasted if a person can’t perform when push comes to shove.
Ability to work alone/Ability to work on a team
Whether working independently or closely with other team members, a person should be able to produce results. Some people are better at one or the other. Which suits your department best?
Communication
Communication skills are essential especially if the candidate is going to be working in a team or constantly interacting with clients and customers.
Loyalty
The candidate’s resume is a tell-tale sign of loyalty to past employers. How many jobs has he or she held in the past five years? Do you really want to be hiring for this position the same time next year?
Strategic/Critical thinking
Not all problems are open and shut cases. Sometimes it takes a real strategic mind to crack open certain issues regarding product development. The team will be glad to have someone who can get things going again when production hits a complex snag.
Application of hard skills
Heavy schooling, several degrees, and training from the top companies are all wasted on a candidate who cannot apply his or her skills to the task at hand. Knowledge of skills and their everyday application are two very different ball games.
Leadership
Even if a promotion is not in sight, leadership qualities can affect the entire team. Ask yourself, “Is this the type of person I want mentoring the junior members of the team a few years down the line?”
Creativity
Looking to innovate new products? A candidate can have the technical knowledge to fill a library, but if they can’t come up with something original then their designs will forever be stuck in the past.
Adaptability
Markets change. The demands of customers change. Nothing is safe from the inevitable evolution that is brought on by time. If a person cannot adapt to the ever-changing industry around them, they likely will not last long with the company.
How to bring them out during the interview
Pinpointing a candidate’s aptitude for soft skills is not always an easy task to accomplish. These questions can get you started off on the right foot during the interview process. Our recruiters use them to screen candidates and figure what type of environment will best fit their candidates. Contact them today to find a great fit for your company.
By Kevin Withers
