Due to economic uncertainty caused by inflation and a tense international environment, companies are increasingly reluctant and selective in their hiring practices, and hesitant in their recruitment processes when it comes to selecting THE right candidate. All managers are haunted by the same question: is this the right person?
Prioritize soft skills and cultural compatibility.
When it comes to effective recruitment, it’s always important to remember as a manager and subject matter expert that technical skills can be developed through training. However, developing personal values in an individual is far more complex. These values are deeply rooted within them and reflect their personal history.
To assess a candidate’s cultural compatibility, it is essential to establish clear company values and determine the type of candidate you’re looking for: what personality traits do you need, and how do these traits align with your culture? Be cautious, as there is a widespread misconception about cultural fit—the idea that all team members should function in the same way. This should not be your goal. If all team members are identical, certain skills will be lacking. For example, if a team consists only of creative individuals but lacks structure in their work, they cannot put their ideas into practice. Moreover, there will be no new dynamics if everyone thinks and works in the same way. The goal is rather to ensure that team members complement each other as much as possible. In the United States, instead of “cultural fit,” the term “cultural add” is now used: cultural complementarity. A team benefits from its diversity; it needs different perspectives that enrich company culture rather than simply conforming to it. Recruitment managers must therefore ensure the right mix of skills and personalities alongside cultural alignment.
Focus on potential.
Since the company is constantly evolving, and so is its environment, it must seek something more than the reassuring figure of a clone when recruiting.
During the face-to-face interview, pay attention to these three aspects of the candidate to identify signs of growth potential:
- their knowledge : refers to technical skills related to their role; does this knowledge limit them or open them up?
- their motivation : reflects their drive; when the company can bring novelty to the position (around 30%), it can motivate the candidate,
- their ability : concerns their intellectual capacities and flexibility, everything related to intellectual curiosity, interest in new things, willingness to expand their responsibilities, ability to envision themselves in new situations…
Regardless of the candidate’s age or level of experience, certain signs don’t lie: a profile with growth potential demonstrates adaptability, curiosity, initiative, and a willingness to learn.
Questioning the candidate based on their experience reveals whether they are capable of stepping outside their current scope and reinventing themselves. Exploring their notable successes and failures provides insight into what drives their motivation and their ability to move forward. Verifying that the candidate is interested in what comes before and after their tasks is another way to gauge their evolution potential. If they can position themselves and analyze their role within an organization, they understand the broader context of their work and can project themselves into the future.
Finally, identifying potential requires recruiters to understand what potential means for their organization. It’s up to you to know your organization and its culture well, be aware of internal growth opportunities, and understand which skills already exist or are lacking within it.
Keep in mind that the difficult part is daring to invest in a candidate who doesn’t check every box. Yet, once the recruiter has secured the fundamentals needed to perform the role and verified the candidate’s intellectual rigor, taking the risk pays off. The company that bets on potential, and thus on the future, engages and retains a grateful new hire who has been given a chance. Be bold!