Tuesday, October 15, 2013

Finding the Right Candidate: Approaching It a Little Differently

When looking to fill an open position, what does your company look for? If you're thinking about rattling off a list of desirable certifications and previously-performed job duties, you might want to hold off for a second. Although this is how the majority of job postings often go, think about it: Do certain qualifications guarantee the best fit for a job? No, the best workers are those who have proved their capabilities, not those with this level of education and that amount of experience.

This is what getting promoted feels like.
This brings a certain problem into the equation: How is an employer supposed to know how good a potential worker will be? The answer is easy if you're planning on promoting from within. Just ask yourself if what you know about the person fits the bill. Say you're hiring an assistant manager: The considerations should include people who have been with the company for the longest. Their strengths and weaknesses are easily discerned because you have (hopefully) watched them work for a decent length of time. Those familiarities can then be compared to the qualities that you think will adequately fill the position. Do things match up?

Probably not, considering most employers will have an ideal image in their head for the person that will fill the position, particularly when the title did not exist before. Though ideals are not always present, many people want to have the best and will not settle for less. Remember that outrageous expectations are often hard to fulfill and can leave both the seeker and the sought feeling deflated: For the employer, hopes have not been met and this may be subconsciously taken out on employees; for the new assistant manager, expectations are too high and taking the job may soon become a regret. Instead of hoping to find the perfect person for the position, allow some flexibility in the job duties so that the new assistant manager--or whatever the spot needing to be filled is--can make it her or his own.

The problem with this route is finding a bearable balance for the involved parties. It can be a challenging task to do this, but it is possible and should be attempted if you want to keep your new employee happy. Speaking of happy: If you are thinking about hiring from an external source, at least one CEO recently denounced the value of finding an individual with the right work experience. Instead of falling into this behavior that can be seen all over job boards across the Internet, consider bringing in individuals that possess a matching personality that reflects your work environment. If you find someone that is motivated, loyal, well-tempered, and leading, you may have just found yourself a new assistant manager, even if the applicant has more experience in landscape management than in office management. Perhaps give them a lesser role first to make sure that they can do the labor of the individuals she or he will be supervising, promoting that new hire at a later date.

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