During the recruitment process, all managers and executives ask themselves the same questions: Does this candidate truly fit the position they’re applying for? What could they bring to my team or company? Indeed, in a rapidly changing job market, beyond experience and skills, the ideal candidate must be able to adapt and embrace uncertainty, demonstrate great curiosity and a genuine desire to learn. So, how can we overcome the fear of making the wrong choice when recruiting? How do we select the right candidate?
In an almost unpredictable context, you need to ask the right questions during the interview to assess the candidate’s flexibility, adaptability and ability to transfer knowledge. Below is a non-exhaustive list.
Does the candidate have a strong capacity to adapt?
Since the business world is in constant flux, it’s important to first and foremost seek someone who is responsive and capable of bouncing back depending on the situation. Asking the candidate for specific examples of crisis situations they’ve experienced in their workplace will allow you to gauge their adaptive capacity.
Does he ask the right questions?
Researching the company is essential when applying for a position. But once in the interview, what has he retained about your company or business? Is he capable of raising relevant questions about your industry and its challenges? An ideal candidate will know how to ask the right questions during the interview, and this alone says a great deal about their way of thinking and their ability to diagnose a problem.
Does he demonstrate genuine interest?
Since uncertainty is the new normal, and knowledge quickly becomes obsolete, a high-performing employee today must be a good learner. Being curious in a professional context is a promise of innovative thinking.
Is he capable of upskilling quickly?
A few years ago, employees were expected to respond efficiently within their area of responsibility. Today’s job market demands more from workers—they must be proactive and agile; regardless of their role, they need to be able to “unlearn” and relearn, while having the ability to communicate their vision to others.
Does he have a team spirit?
At Netflix, where company culture emphasizes autonomy and accountability, the focus is on hiring and retaining employees with strong teamwork skills. While some companies may overlook a somewhat solitary employee as long as they perform well, the competitive nature of today’s job market increasingly values cooperative individuals over those who act solely in their own interest. The ideal candidate is someone who demonstrates teamwork and goodwill. Therefore, prioritize a profile that, as Montaigne would say, wishes to “sharpen and polish their mind against that of others”—in other words, someone who naturally embraces collaborative dynamics to accomplish projects.
How does an ideal candidate manage the resources at their disposal?
Contrary to past decades, there’s now a growing imperative to consume less. The professional sphere is no exception to this trend—quite the opposite! Knowing how to do more with fewer resources has become a truly essential skill. Will he be able to build upon past projects? An ideal candidate must be able to think beyond their own objectives and focus on the greater good of the company.
How much importance should the perfect candidate place on team life?
Passionate individuals tend to inspire those around them, radiating such positive energy. These are minds that reveal a certain creativity in communication, as they desire to foster social connections.
Is the candidate capable of questioning himself?
The school grading system leaves in the collective unconscious the insidious idea that making a mistake equals incompetence. Yet keep in mind that the best students tend to be those who make more mistakes; they experiment and have the opportunity to turn failure into a valuable lesson. During the interview, don’t hesitate to question the candidate about failed professional projects in which they bore some responsibility. The ideal candidate is able to own these experiences. Conversely, a person who reports no significant failures should raise a red flag!
What is an ideal candidate’s learning capacity?
Steve Leveen, CEO and founder of Levenger, explains that he looks for collectors when hiring. “It doesn’t matter what they collect,” he says, “as long as they’re genuinely interested in something, as long as they have a passion.” A candidate eager for new knowledge and skills will tend to acquire them independently, through self-teaching. So to find the ideal candidate, look into their general interests: what are they? Does he communicate his passion when talking about them?
And what about chemistry in all this?
More than a comprehensive list of skills, you’re about to hire a complete human being. How do you choose your candidate if not by being realistic? The perfect candidate doesn’t exist! The goal is to give the right person the right position, but also at the right time and for the right reasons. Ask yourself if there’s a strong synergy of values between you, if you believe you can trust them! Since every new employee will need to learn the ropes of their position to some extent, trust your instinct and don’t rely solely on skills: the human element matters greatly in the recruitment process. In short, to make a good hire and thus find the perfect candidate, you also need to know when to trust your gut!