You find the perfect candidate (on paper) with all the experience needed to fill a role. The phone screen goes well and so does the in-person interview. You extend an offer and they accept. As a recruiter, this is the perfect scenario. But then you find out that even though the new hire knows how to do the job, as far as meshing with the team, it’s a no go. While this situation is disappointing, it is something you can help avoid by creating a more dynamic hiring process.
Behavioral assessments. For starters, behavioral assessments are a fantastic tool for gathering objective data so hiring managers can make more educated decisions about candidates. The results help analyze if a candidate’s traits, temperament and innate behavior will be a good fit for the team as well as the company’s overall culture. Having a candidate complete an assessment before you even schedule an initial phone screen can save everyone time and frustration. If the candidate’s inherent behavior isn’t aligned with the role, you can end the interview process there or redirect them to a more appropriate position.
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Soft skills. Another important facet of the interview process should be a focus on soft skills. In a 2016 study conducted by Wonderlic, “Hard Facts About Soft Skills,” 93% of employers said that soft skills are either “essential” or “very important” when making a hiring decision. The characteristics that enable people to interact well with others and get things done are often as important (if not more important) than hard, job-related skills.
So dive deep into these three soft skills during interviews:
- Communication: Includes the ability to comprehend and follow instructions or adjust one’s speaking style based on the situation.
- Self-motivation: Taking the initiative to do work without constant supervision, which suggests reliability and dedication.
- Self-awareness: Accepting responsibility for mistakes one makes, demonstrating humility and a willingness to learn.
As a hiring manager, it’s always hard when a new employee changes a team’s dynamic in a negative way because they missed the memo on the unspoken rules of office etiquette or don’t do well with interpersonal communication. And there’s no behavioral assessment or magic interview question that will guarantee a candidate will work out – you really never know until someone starts the job. But, by adding personality assessments and a focus on soft skills to your interview process, in addition to the usual experience and hard skills, you can increase your odds of hiring individuals who align perfectly with your company culture and the role itself.
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