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“Get me someone with this type of experience and education, and our salary range is ….” This is the statement we hear most often when we are asked to fill open positions with companies.
Unfortunately, just because a person has the exact experience and may be performing the exact job at your competition doesn’t guarantee success at your company.
Besides experience, salary, and education, there are some hidden qualifiers that most interviewers don’t consider. Here are three hidden qualifiers to consider when interviewing candidates to boost employee retention.
While a person’s achievements are great to talk about, what about talking about a person’s failures? We all know that people make mistakes at work, and how they approach identifying a mistake and solving gives insight into their character and problem-solving abilities. Simply asking the question, tell me about a time you made a mistake at work, should open the person up to acknowledge a mistake, how they may have felt about it, and how they solved the problem. This will reveal their emotional maturity, which is often overlooked in the interview process but can cause serious challenges if their emotional maturity leads them to hide mistakes rather than acknowledge and solve them.
The next consideration is the pace of work a person is used to. Many times, a person joins a company only to feel overwhelmed because the pace of work at the new job is much faster and with more volume than they’re used to. This mismatch often occurs when a person leaves a large company after 10 or more years and joins a start-up where required duties were handled by other people or departments.
Another consideration is under what management style they feel they’ve been most successful. A major reason people quit jobs is because of the manager... Read more https://neeljym.com/it-takes-more-than-experience-for-new-hire-succ...