Evaluating a Candidate’s Enthusiasm

February 12th, 2016

The skills and experience a candidate brings to the job are important indicators of how qualified they are to perform the task, and you’ll want to consider them seriously when you make your hiring decisions. You’ll also want to consider factors like the candidate’s personality and their enthusiasm. If two candidates are equally qualified, consider hiring the more enthusiastic candidate. If two candidates are not equally qualified, but the difference in qualifications is slight, you should also consider hiring the more enthusiastic candidate. Here’s why:

  • Enthusiastic candidates are more likely to pursue training and improvement. People who are excited about the work they’re doing want to get better at it. These candidates will invest time in training and learning, both on the job and on their own time, letting them develop new skills that bring more value to their work.
  • Enthusiastic candidates will do better work. When you don’t like what you’re doing, you don’t put much effort into it; you aim for the minimally acceptable level of quality. Enthusiastic candidates who enjoy what they’re doing take pride in their work and want it to be exceptional, so you can expect they’ll put more effort into it. You can also expect an enthusiastic employee to go above and beyond in other ways, looking for ways to contribute outside the strict boundary of their official role.
  • Enthusiastic candidates will fit in and be team players. If their positive, enthusiastic attitude carries over from the interview into the workplace, the candidate will be a positive, enthusiastic employee who is fun to be around. Their good energy will be beneficial to the team as a whole.

Finding an enthusiastic employee means paying attention to job candidates’ attitudes during their interviews. You shouldn’t expect them to be enthusiastic about their current job—they’re looking to change, after all—but they should be able to be enthusiastic about something they’ve achieved. They should also sound excited when asked about what they’re looking for in their next position; hopefully, what they’re looking for matches what you have to offer. You can also gauge enthusiasm by how thoroughly they’ve researched your company prior to the interview and the kinds of questions they ask.

It can be hard to maintain your own enthusiasm when searching for a new employee. Working with a staffing agency like InReach IT Solutions can help you stay positive by sending you top candidates to interview. Contact us to learn how our services can help.

Interview Red Flags to Avoid

September 25th, 2015

An interview with a candidate is all about finding the next right person for a position. Sometimes several candidates do well during their interview, and you need to make the hiring decision based on subtle differences between them. Sometimes one candidate stands out so strongly they’re the obvious hire. And sometimes a candidate can stand out strongly in the wrong direction. Here are four red flags that let you know this likely is not the right person for the job.

  1. They give evasive answers. If you’re not getting straight answers to your questions, the candidate may be trying to hide something. Candidates should be able to provide supporting details and examples that back up the skills, experience, and job roles they listed on their resume. If they give evasive answers, it’s possible they don’t really have the strengths they claim. Ask follow-up questions to push for further information and get beyond rehearsed responses to judge whether the candidate really knows their stuff.
  1. They don’t know anything about your company. No candidate will know the details of your specific department, but you should expect them to know the basics of your business and industry. With the Internet, it’s no more than a few minutes for anyone to learn your company’s mission and what distinguishes it from its competitors. Candidates who haven’t done that may be lacking initiative and curiosity about this opportunity.
  1. They treat staff disrespectfully. You need your new employees to fit in with your organization. This means treating all your staff respectfully, regardless of gender, race, or their role in your firm, so make sure the interviewee meets with people at various levels and take all their feedback into consideration. Even whether the candidate shows up on time gives you input into how they will interact with your staff.
  1. They disparage former employers. There are two reasons to pay attention to how candidates talk about their former employers. First, you want to see whether they blame the employer for any problems or difficulties on the job, or whether they take responsibility for the challenges they faced. Second, if you become this person’s employer, you may eventually become their former employer as well. If they badmouth former employers in this interview, in the future they may treat your company the same way.

One of the advantages of working with a staffing agency is that we pre-screen candidates so you don’t waste your time speaking with candidates who raise these red flags. Contact In Reach IT Solutions to find out how we can help you find your next employee.