Any recruiter or human resource practitioner will tell you that the resume is a vital piece in choosing candidates for a job. It provides employers information about the candidate, including details about their skills, background, and work experience. However, making an employment decision solely based on the resume does not guarantee an individual will perform well. Instead, you need to take into account the candidate’s traits, interpersonal skills, and how they will fit with the company’s culture. The best way to determine these factors is through an interview.
If you have been receiving applications for Philippine jobs in your company, asking the right questions will help you find the right person for the position. Identify the candidates with the most potential and evaluate them for these three qualities that are not typically listed in a resume.
Many applicants go through a screening process to check if they possess the basic skill sets to do the job. Although their experience should not be your main focus, it is important that they have the technical know-how to perform the tasks that the position demands. Once the candidate has met these requirements, make sure to assess their work values. These are the guiding principles that determine how a person works and makes decisions.
If you are not certain about what specific values to look for in a candidate, take your cue from the best-performing teams and employees in your company. Evaluate what traits they possess that make them invaluable contributors to the organization’s growth. Is it their strong work ethic, motivation to learn, or accountability? From here, you can find people who demonstrate similar values.
To help you identify a candidate’s prevailing work values, present a hypothetical situation and ask how they would handle it. For example, you can ask how they would manage their current tasks when they are asked to take on additional work. This kind of interview question requires individuals to think on their feet, which will make it harder to tailor their answers based on what they think you will want to hear. This means you will have a better insight into how they will likely conduct themselves as an employee.
All organizations, regardless of the industry, need employees with soft skills. These are non-technical skills and often include how an individual interacts and relates to other people in the workplace. Unlike hard skills, individuals develop soft skills over time and are harder to learn in terms of a traditional classroom setting. You get them through experience and from previous interactions. Some soft skills many employers look for are the ability to work in teams, communication skills, and leadership qualities.
Soft skills are important because they can contribute to how successful an employee is in the workplace. Even if they are adept in job-specific skills but can’t work well within a team, they won’t be very successful. Also, soft skills can be applied to different tasks, making the candidate more adaptable.
The best way to gauge a person’s soft skills is by paying attention to how they interact with others. Look at how they act towards the receptionist, your team, and other people they encounter when they come in for an interview. Are they respectful? Can they read the room and take nonverbal cues? During the interview, make sure to observe how they present themselves through their posture, attire, eye contact, and social graces. Assess how they carry themselves too. It will help you identify their level of professionalism and how they will get along and work with their potential colleagues.
Finding out if a candidate will fit into the organization’s culture is something you need to consider when hiring. Cultural fit is defined as the alignment of an individual’s attitude and values with the organization’s core values and goals. It is an important factor because an employee with a positive cultural fit can improve their self-esteem and feel motivated to work better, which increases workplace productivity.
Since every company is different, there is no guarantee a candidate will easily fit your organization’s culture just because they were successful in their past employment. To find out whether they will thrive in your company’s culture, ask questions that will help you discover if their beliefs are aligned with your company’s. If, for example, teamwork is integral to your company, ask the candidate what they appreciate or elements they dislike when working in a team. From here, you can rate how well they will collaborate with others.
A resume offers employers a glimpse of who the candidate is, but it is not enough of a basis to make a decision. Instead, consider their qualities and values as well as their job skills. Remember, technical skills can be learned but you can’t teach someone to have the right attitude or instincts for work.