Identify Top Performers — Part 1: Can they Do the Job?

Identify Top Performers — Part 1: Can they Do the Job?

When you begin your staffing and hiring process, you probably start with start with strategic sourcing, or targeting and posting your ads in places where top candidates are most likely to see them. You probably conduct keyword searches to find online resumes, solicit top students at local universities, or otherwise reach out to the best candidates hoping they’ll submit resumes.

But once you’ve collected these resumes, you’ll need to start screening, sifting interviewing and evaluating interested applicants so you can find the right person for the role, the company, and the team. First things first: Can the applicant in front of you successfully execute the daily requirements of the job? Here are a few positive signs.

They’ve done it before.

Most applicants will claim or list experience that’s pretty similar to what you need…more or less. Of course, nobody in the world has done exactly this job under exactly these circumstances (unless you’re interviewing a former employee), but the level of similarity matters. All “sales” roles are certainly not the same, nor are all marketing, analytical or customer service roles. Huge overlaps may exist between one form of experience and another, but before giving the broad-brush benefit of the doubt (“My tenure as a sales rep will make me a great teacher!” or “I’ll be a great ER nurse because it’s so similar to my role as a restaurant manager!” ) think twice.

They speak the language.

When it comes to empty buzzwords, turn on a fan and clear the fog. But when it comes to meaningful industry jargon, listen closely. If your applicant seems mystified by common acronyms or seems oblivious to recent news and developments in the field, this may suggest trouble. He or she should be able to fluently and informally talk the talk. If she can keep up with your existing team members, and even teach them things they don’t know, that’s great. But if he can’t use the right terms for equipment, processes, platforms, and events, that’s not great at all.

They can pass simple tests.

Present your interviewee with some hypothetical situations and ask how she would respond. Give him a pop quiz and see how he does. Remember that interviews can be nerve-wracking and the responses you get may not fully reflect a nervous applicant’s knowledge, but they’ll provide you with a ballpark.

They anticipate some of the challenges of the job without being told or warned.

Give high marks to candidates who can accurately complete sentences like these: “I imagine you probably deal with (insert common industry-specific hassle)? If so, I’m used to that and I can handle it.” “I expect that in this job I’ll probably be managing issues related to (insert a common challenge of the role). Correct?”

Work with a top Staffing Agency in Scottsdale

Are you looking for those top candidates to bring to your team? Contact the team at the ACCENT Hiring Group today to get started!


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