Matching Job Candidates

Jones Analysis of a Hiring Issue The process of matching potential employees with current job openings is a complex process. Specifically, it involves the manager's ability to properly consider multiple variables including previous work experience, educational background, as well as personality traits and work habits. Thus, the hiring process involves decision making based on specific criteria, as well as subjective "gut level" feelings regarding the appropriateness of the individual for the job.

Because of this subjective aspect of the hiring process, it is important to employ a series of questions to help one make an appropriate decision The first question that should be addressed even before the interview process is the applicant's specific qualifications. This means that thorough a thorough examination of the resume and/or application, the "qualified" applicants are separated from the non-qualified.

For example, does the employee have the relevant work experience, specific skills, or educational background? Using this process to avoid calling in unqualified applicants prevents the loss of valuable time in finding the right candidate for the job. Once these qualifications have been met, the more "subjective" qualifications or attributes of the candidate is the issue at hand. In order to assess these, rather amorphous, issues, it is essential to use good interviewing techniques to answer key behavioral, personality, and work-ethic considerations.

First, if the position is a "team-oriented" I have discovered that one must use interview questions to determine whether the individual's personality is suited for team work. The simple fact is that many people may be very well qualified and technically proficient, yet may absolutely lack the ability to work well as a part of a collective effort. This can make even the best "paper match" for a position an absolute nightmare once he or she is actually in place.

Conversely, if the position requires a great deal of individual responsibility and initiative, an employee who requires a great deal of "hand-holding" can prove to be greatly ineffective once in place. Therefore some questions designed to gauge just where the applicant falls in the "team vs. individual" spectrum is an essential part of the interview for many positions.

Another essential trait that I have usually discovered in a good employee is a certain "professional character" symbolized by a willingness to share some kind of "learning experience" that may perhaps not be particularly flattering, yet still demonstrates an ability of the individual to learn from his or her mistakes. Even the best employee will make some kind of error. What is important is if he or she can learn from those errors.

Thus, I have found that if the interviewee can share some story about his or her mistakes (in a way that does not sound contrived), as well as clearly illustrate how he or she learned from that mistake, and perhaps applied that knowledge, is an excellent indicator of character. In addition to the importance of matching the right candidate in terms of his or her "working style" and character, it is also important to get a glimpse of the individual's personality in the interview.

Although it is true that a person is on their "best behavior" in the interview setting, and that the interview, itself, is a high-pressure circumstance, there is still much valuable information that can be gleaned from the interview regarding the "essence" of the person.

For example, does the applicant display professionalism in his or her promptness, appearance, and manner? Is the person polite to the office staff, patient when waiting and friendly and open in manner? Does the applicant seem sincere, friendly and open in a professional manner, and can I imagine working with the person long-term? Although, again, a person can "fake" certain personality traits during the short time that is the interview, it can still provide an important glimpse into the type of person applying for the job.

In short, by determining these three subjective issues, one can greatly increase one's odds in hiring a "good employee," one, in my experience that has the following essential traits: good "fit" for the working environment. Does the job require a self-directed, independent type, or a real "team player?" I have found that it is rarely true that either type can be both. An ability of the candidate to "learn" from his or.