February 2011


IDENTIFYING THE CANDIDATES


“It’s typical, for example, for technical I


n today’s recruiting environment, job postings can bring an influx of candidates — and likely two that end up neck-in-neck for the same


position. When the final few


candidates bring the same skills and qualifications to the table, designating the best one can be difficult. For Todd Boyle, human resources director at Conservation Solutions in Raleigh, N.C., it often comes down to the candidate’s answers to behavioral questions, and how he or she handles issues like conflict management. The ability to articulate his or her


Boyle


track record is also a key skill the right candidate should possess. “Past performance is the best


indicator of future performance,” Boyle said. “I really try to focus on people who know how to articulate what they’ve done well.” Boyle noted that while a formality — like


writing a hand-written thank-you note — will rarelymake or break a candidate, he does take notice of the little things when conducting an interview.


candidates to come in without a tie,” Boyle said. “But I still pay attention to that. Very rarely will you find someone who will handwrite a thank-you note, but it does say something about a person who takes that time.” How much weight those little


extras hold varies from hiring manager to hiring manager, Boyle said. If candidates are truly equal,


someone who’s long been in the business of recruiting will often go with a less scientific, but often more effective solution: a gut feeling. In this case, the recruiter looks at which candidate is a better fit for the company’s culture, or which personality jives more with the team in which the spot is being filled. “You start to get a gut


feeling for someone’s personality and how they react to certain questions,” Boyle said. And remember, though


itmay seemlike a difficult situation at the time, having to choose between two stellar job candidates is one of a hiring manager’smore fortunate dilemmas. ■


Passion may not be proof positive, but it’s a good hiring sign If you’re having difficulty picking a final candidate for the job, consider choosing the person who seems most passionate about his or her profession.


According to David Lorenzo, author of “Career Intensity” (Ogman Press, $29.95), meaningful careers are ones that match a person’s professional strengths with the things he or she loves to do. “Identifying the latter can be tricky — most people know what they like, but it often seems to have nothing to do with work,” he says. “When that happens, you have to dig deeper. If a person says golf is their passion, they need to identify what it is they enjoy about golf.”


Identifying an applicant’s passion and what makes them tick will lead you down the right path. After all, if someone is going to be


doing something for 40 hours a week, it should be something they love to do. “What makes you want to jump out of bed in the morning because you can’t wait to get started?” says Thomas Ingrassia, a motivational speaker and career coach in Holden, Mass. “Your candidates should ask themselves, If money wasn’t an issue, what would I do with my life? What makes me happy?’”


When your candidates provide you with the answers to those questions, your decision should be easier. ■


When the final few candidates bring the same skills and qualifications to the table, designating the best one can be difficult.


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