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Three Tips to Help You
Hire the Right Candidate
By Jason Hanold
A vital but often
overlooked aspect
of employee
retention—an
ongoing issue for
many companies—
is to hire the right
candidates in the
first place.Image Source: https://pixabay.com/en/hand-
congratulations-presentation-648448/
These three tips
can help.
Image Source: https://pixabay.com/en/russia-office-men-
women-working-95311/
1. Consider personality in a wider
context.
Just as much as skills and competencies, personality is a
major factor in determining whether a candidate is the
right fit for an organization.
But while much is made of considering how the
candidate’s personality matches with the manager’s, it
is equally important to review whether the candidate will
be a good fit with an existing team.
An employee who gets on well with a manager but rubs
other colleagues the wrong way is not likely to be an
effective or long-lasting fit.
2. Focus on values.
A candidate who is skilled and personable but
who doesn’t share the company’s corporate
values is less likely to be interested in
building a long-term relationship with the
organization.
Candidates who do share those core values
have the potential to grow with the company
thanks to a greater level of personal
investment.
3. Don’t get sidetracked by lack of
critical skills.
Depending on the nature of the job, particular
skills may be mandatory in a candidate.
But plenty of skills can be learned, either on
the job or through additional training.
It’s easy to train new employees to use a
graphic design program, for example, but not
so easy to instill a positive attitude or
committed work ethic.

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Three Tips to Help You Hire the Right Candidate

  • 1. Three Tips to Help You Hire the Right Candidate By Jason Hanold
  • 2. A vital but often overlooked aspect of employee retention—an ongoing issue for many companies— is to hire the right candidates in the first place.Image Source: https://pixabay.com/en/hand- congratulations-presentation-648448/
  • 3. These three tips can help. Image Source: https://pixabay.com/en/russia-office-men- women-working-95311/
  • 4. 1. Consider personality in a wider context. Just as much as skills and competencies, personality is a major factor in determining whether a candidate is the right fit for an organization. But while much is made of considering how the candidate’s personality matches with the manager’s, it is equally important to review whether the candidate will be a good fit with an existing team. An employee who gets on well with a manager but rubs other colleagues the wrong way is not likely to be an effective or long-lasting fit.
  • 5. 2. Focus on values. A candidate who is skilled and personable but who doesn’t share the company’s corporate values is less likely to be interested in building a long-term relationship with the organization. Candidates who do share those core values have the potential to grow with the company thanks to a greater level of personal investment.
  • 6. 3. Don’t get sidetracked by lack of critical skills. Depending on the nature of the job, particular skills may be mandatory in a candidate. But plenty of skills can be learned, either on the job or through additional training. It’s easy to train new employees to use a graphic design program, for example, but not so easy to instill a positive attitude or committed work ethic.