The dynamics of the 21st-century workplace keep questioning the methods of the conventional workplace and presenting more efficient and result-oriented alternatives. These new methods always dare the smart business owner to embrace change, question the status quo and be an early adopter of trends that are very likely to catch on. One of the most obvious rudiments of recruitment is to pick the most skilled and the most experienced applicant in that order. Modern trends, however, suggest that attitude should be at the top of the recruitment checklist.
Ideally, you should have certain constants on your hiring checklist. These should include skills, culture fit, beliefs, experience and their ideas. When you have a tentative list of the most qualified applicants, attitude should hold a major stake in the final method of elimination. And here is why,
You will always find what you are looking for: regardless of what qualifications you are looking for in a candidate, you are like to find more than one applicant suitable. How do you decide who best fits your organisational culture? Many applicants often prep for skills evaluation when they go for a job interview and are likely to impress you with their level of knowledge. Paying attention to their nonverbal responses, temperament and sense of humour goes a long way to determining their suitability for the position.
Consider their response to the values of the company: asking about values gives a more rounded perspective on the applicant, it gets you answers that have not been pre-planned because applicants often prepare only for job-related questions. For the candidate to give off their best, their personal values should not clash with that of the company. You do not want your employee viewing their job as a winding vine of value judgements. For instance, if you were hiring for a family planning institution, you should consider whether or not the candidate is pro-choice and whether or not their stance will affect their attitude towards work.
The best way to evaluate a person is to watch while they work: The applicant, in the long run, may have to work with a team and or interact with customers and their response to these on the ground situations may differ greatly from the kind of responses they may give to an interview panel. Simulating a work environment and observing the candidate’s response especially in a customer service role provides greater insight into how suitable the candidate is.
Principles are static, techniques and know-how always change: people hardly change their attitudes, be it idleness, procrastination, efficiency or lateness. Hiring a principled person is an invaluable investment that keeps paying off. Skillset, however, can be learned and upgraded, and every day very skilled people are required to learn new things to stay relevant in their industry. Hiring someone who has low skillset but is more likely to fit into the organisational structure makes for a smart hire, it fosters teamwork and ensures a smooth transition into the organisation while providing the opportunity to train the employee according to in-house guidelines