As you launch your staffing search, you’re looking for a candidate who knows what they need to know and has the right balance of interest and disinterest to thrive in the role at hand. A great employee will come with the proper education and a matching technical skill set. They’ll also have a personality that dovetails with the needs of the position; a solitary job will require an introverted candidate, for example. A socially forward-facing job will require a candidate with a deep well of social energy and a distaste for solitude and isolation. In addition to all of the nuts and bolts and boxes you’ll need to check, don’t lose sight of the big picture: you need a candidate who will generate returns for the company.
A truly winning profile attached to a great smile and a can-do attitude won’t amount to much if they require huge upfront training costs and then disappear in one year. A Steady Freddy who stays for ten years won’t bring high returns if they spend those years doing exactly what they’re told—nothing more—and surfs the internet for the remaining hours of the day. So in addition to checking off your must-haves, how can you make sure your candidate will be a high-growth investment? Here are a few signs to watch for.
They seem committed to this industry and career path.
Younger candidates rarely know for sure what they “want to do when they grow up.” At 22, this is not a realistic expectation, nor should it be. So when you find the rare candidate who truly knows that this is the perfect life-long career path for them—from now until retirement—scoop them up quickly. They’ll be invested in learning industry skills and seeing all sides of the field, rather than testing and asking if this is truly the field for them.
Check their reaction to the downsides.
During your interview, be clear and honest with your candidate about what most would consider the greatest challenges of the job. For example, make statements like: “You’ll rarely have a minute to yourself here”, or “We can’t afford to tolerate even minor mistakes” or “You’ll need to take apart and clean out the grease traps every single day, which some people find unpleasant”. Ask them how they feel about this challenge, and if their eyes genuinely light up, sign them on.
Check their work history and examine employment dates.
For the highest returns, look for candidates who tend to stick with roles for the long-term. If your candidate tends to drop jobs after less than three months because they don’t feel fulfilled, take a closer look.
For more on how to identify the “soft” skills that indicate team player and personality match, turn to the Cleveland County hiring experts at PSU.