Our job, as executive recruiters, is to find the best candidate for our client company and the best job for the candidate who entrusts us with his or her career.  This is a huge responsibility and we proudly feel we have made a positive impact on hundreds of companies’ growth and a multitude of candidates’ lives over the years.

Qualifications vs. Chemistry - In selecting a short list of candidates for a company’s job, each of the candidates must obviously fit our understanding of the general qualifications sought for the job.  Hopefully there are even two or more candidates who fit the job so well that the decision will come down to the chemistry that is demonstrated by the candidate in the interview and selection process.  Not all jobs come down to chemistry, but I have seen chemistry as the most important factor for a final decision more times than qualifications.  Chemistry does not necessarily mean the person with the sales personality will win, although that is a tendency.  A match to the company’s personality, hiring official’s personality or the personality required to be successful in the job, are the more important factors.  A positive attitude winds every time over minor aspects of qualifications.  As an outside recruiter I need to be aware of the shortcomings of the person who was previously in the position because everyone will be sensitive to hiring someone with the very same flaws.

Add Value - In addition to possessing the basic skills, the candidate who brings added value in the form of future growth potential or added qualifications that the company can benefit from, will likely fair well in the selection process.  Additional degrees (to a point) and professional association membership and certifications are good indicators of this extra measure of professionalism.  A history of continued and focused education and the ability to learn new skills are becoming increasingly important.  “The ability to adapt to change”, is listed as required skills in the specifications for almost every level of position.

Use of Examples - The original resume, and the interview process, should both be filled with concrete and verifiable examples of the individual’s accomplishments.  A good way for the company to bring these facts to light in an interview is to ask very specific situational questions, such as, “Describe a situation where negotiation skills were required to accomplish your task?”.  Then listen to the candidates’ ability to comply with the question and to articulate an answer that has meaning to the interviewer.  From the candidate’s perspective, know the job requirements well enough to be prepared to present vignettes, or short stories, emphasizing the qualifications expected to be sought for the job.  Describe your accomplishments quantitatively, right down to the dollars brought to the bottom line.

Thought Processes – A candidate’s reasoning ability may be critical.  Bill Gates is reported to ask questions to specifically see the candidates thought processes.  He may casually ask, “How much artificial turf is in North America?” or, “Why are manhole covers round?”.  The next thing the candidate says determines if he or she gets the job.  He is looking for an indication of how the person reasons out the answer to a problem.  Other notable interviewers are known to set up artificial situations in a restaurant or casual setting that will test the person’s ability to prioritize alternative responses, do they send an incorrectly prepared meal back?, do they respond graciously or rudely to apparent oversights.

The stakes are high when a company is selecting a new employee.  The industry rule of thumb is: the wrong person costs the company three times the employee’s annual salary, and that is for starters.  There is also additional lost opportunity cost, and then they are right back to square one, looking for a replacement.  But the rewards for selecting the right person are enormous also.  The difference in having a professional in the job or an amateur – may be as different as having a trapeze artist or a safety net tester.

Jon Harvill CPC, jharvill@psa-recruit.com