I know the feeling: An incredible person has applied for one of your openings. The interview was stunning. He was passionate about the job. You are dying to hire him.
But don't let a positive impression overshadow your company's needs. While it's tempting to fit the job to the applicant, that approach puts the job-seeker first, not your business.
If you fit the candidate to the job, however, you will ensure that you meet your business goals.
Recruiting can be confusing if you aren't focused. It's easy to be swayed by a captivating personality or someone who has a coveted skill such as audio or video production. We all have met candidates whose energy and presentation made us think that they are exciting and can help us build the business.
But the question to ask is, "How?" Maybe we admire someone's accomplishments, but they don't exactly relate to the functions we have outlined for this job. While it's great to be excited about someone's technical savvy, for instance, don't overlook the fact that your job calls for solid reporting and investigating skills.
You should define what you need before you start looking for someone to fill the job, and then use those criteria to evaluate applicants. In an
earlier column, I suggested using
this scorecard [PDF] to rate what you are looking for and how people measure up.
As you talk to a candidate, note what qualities make you want to hire him. Are they on your scorecard? If not, keep his resume for future opportunities. For this opportunity -- and every one that follows -- remember to hire someone who fulfills your business needs.
Next week: How to handle job interviews professionally.
