Last updated : December 16, 2024
The phrase “you’re only as good as your worst employee” should not be taken lightly. While the majority of your workforce may constitute high quality, hardworking employees, one or two bad apples can have a detrimental effect on the success and progress of the whole bunch. Another phrase, “enthusiasm is contagious”, is also true. Employees who come to work just to collect a paycheck and otherwise contribute very little will bring down workplace morale, just as an employee who comes in every day ready to make difference will raise morale. So, how can you tell the good from the bad in just an hour or two of being in a room with them? Below are 5 of the most effective methods to make a correct judgment call based on a candidate’s first impressions:
The “Right Fit”
Finding a qualified employee for any position goes beyond just defining their hard skills (teachable through training or education). The soft skills, such as handling difficult situations with finesse, etc. will help determine how well a prospect fits in the position as well as the company as a whole. Each company’s culture is different, and a clear understanding of its core values is necessary in order to judge how well a candidate will get along with other employees and whether their work ethic will enhance or hinder productivity.
Competence
While the soft skills are important to maintain the status quo, they are only useful so far as the candidate understands how to perform the essential job functions. Checking for specifics on a prospective resume is a good start, but also discussing how those skills are compatible for the current job is important. There are usually subtle differences in how one company utilizes a program or provides a service to how other companies perform the same functions, thus is the framework for the competitive world of Business.
Drive and motivation
Although you are investing time to post and screen candidates based on their credentials and interest through applications, it is a two-way street. The candidate sought out this particular job, hopefully for a reason other than just needing a source of income. A great way to quickly gauge true interest is to have them describe their background and then explain why this company and job is a match. Be on the lookout for generalities; if the candidate can’t come up with any concrete examples of what sets your company apart from the rest, then they either failed to do their research and/or they may lack necessary expertise in the field.
Be upfront with expectations
This one is important for avoiding turnover. In the initial interview, make it a point to go through the job description and expectations for the future thoroughly, and gauge their reaction. It’s never 100% clear on job postings why the company is looking for a new employee and what the position will lead to. Room for growth is one of the top reasons why employees either choose to stay or leave in the long run. However, if the position you are looking to fill does not provide these opportunities, be as transparent as possible and ask what the candidate expects from the position as well. There is no way to guarantee or predict how the employee will act once they take on the role, but receiving a genuinely enthusiastic response is one of the most telling indicators.
Drug screen
Finally, always be sure to perform a drug screen, preferably one that also tests for alcohol. After vetting a candidate based on their qualifications, it will be worth your time and money to test for illicit substances which will provide legal protection for your company and its employees. Incidents can and do arise due to drug and alcohol use every day and depending on the nature of the work, these incidents can be deadly. Another tip that also goes unnoticed is to also read a candidate’s body language and facial expressions when the topic arises. If there is any hint that the prospective employee is uncomfortable, proceed with caution and use your best judgment when making a final determination.
