Employer Checklist: Is Your Candidate a Long-Term Fit?
Assessing candidates effectively requires more than simply evaluating their ability to perform the job duties successfully – it is also crucial to gather insight into their level of commitment if hired. Otherwise, you risk getting into a frustrating cycle of hiring and training, followed by turnover and having to start over again. Not only does it waste time and negatively affect productivity, but it also can cause morale to decline among your other employees. Learn more about how to assess potential candidates for long-term fit:
Hard and Soft Skills
Clarify the most critical skills necessary for an employee to succeed. Consider not just the complex (i.e., technical, knowledge-based) skills but also the soft (i.e., personal attributes and traits) skills that enable an employee to perform well. For example, in accounting and finance roles, if an employee has an aptitude for numbers but lacks the soft skills of communication or problem-solving, they are unlikely to be able to make the most of their talents to help your organization’s bottom line.
A key indicator of longevity in a potential employee is their innate drive to work hard and excel. This internal motivation generally comes from having a more profound sense of purpose or connection to their work. As you interview potential candidates, ask questions that delve into their passions and what they find rewarding about their work – the more internally motivated they seem, the higher their engagement and level of commitment are likely to be if hired.
To determine whether a candidate is likely to be a long-term fit with your company, discussing their professional goals during the interview process is essential. Ask them what they are looking for in their current stage and the big picture for their career. This can help you see how your company would fit into their professional plans and if it would be a stepping stone or a place for them to flourish in their overall career trajectory.
Even if a candidate is highly skilled and hardworking, it is unlikely to be a mutually good long-term fit if they don’t align with your company’s culture. Define the most influential factors that comprise your company culture, from working style to core values, and tailor your interview questions around learning their perspectives and how well they would fit. For example, a candidate who prefers to work autonomously may not enjoy working in a highly collaborative environment.
Attract Top Talent
Find the most qualified candidates for hiring needs with IFG. Our recruiting experts have an extensive network of top talent and the expertise to evaluate prospects to find the ones that are the best fit for your team. Contact us to learn more about our accounting and finance recruiting services.