Hiring managers should recognize that the perfect job candidate does not exist and must learn to evaluate imperfect candidates effectively. Acknowledging that every job description may attract less-than-ideal applicants, managers must identify which candidate qualities are negotiable and which are essential. Taking a leap of faith on a candidate can lead to unexpected successes if one focuses on potential rather than perfection. Key Points: - Understand that no candidate will meet every requirement perfectly. - Use data to clarify the essential job requirements. - Differentiate between flexible qualities and non-negotiable attributes in candidates. - Evaluate candidates on their potential to grow in the role rather than their immediate fit. - Consider the risks of hiring the wrong person against the potential benefits of a seemingly imperfect candidate.
This article is crucial for Engineering Leaders as it addresses the challenge of hiring imperfect candidates, which can lead to costly mistakes. An actionable takeaway is to use data to define the essential requirements for the role and evaluate candidates based on workable qualities versus nonstarters, enabling leaders to make more informed hiring decisions.
Summary. When evaluating candidates for a position, start by understanding that you’ll never find the perfect candidate for the job — that person doesn’t exist. Hiring the wrong person can do a lot of damage, so start by using data to understand the basic requirements of the...
Sometimes a job description and request for applications yields less-than-ideal candidates. How do you evaluate someone you know isn’t exactly right for the position? How do you know which qualities are workable and which should be nonstarters? At what point should you take a leap of faith?