It's not easy to get a job interview. A recruiter should know the qualifications required for the candidate.
However, sometimes the competencies of the appropriate person you are looking for may not be clear or the needs of the position may not be defined yet. So, what should a recruiter do in such a situation?
First of all, you should know that the interview negotiations are difficult for both sides. Therefore, blurbs experienced for different reasons during the interview should not upset you. No matter what profession/sector/age group/level of education, there are three values that recruiters should look for in all candidates. Let's take a look at these core values!
Motivation gets you there
Motivation in its shortest form means willingness.
“What is your motivation for today? What is your motivation for this week, this month, this year, the next decade?” These questions are actually equivalent to the following questions: “What do you want today? What do you want this week, this month, this year, the next ten years?”
We know what you’re thinking. Often motivational questions overwhelm candidates, right? This is due to the fact that people who come to the interview often do not have clear wishes and expectations for the future. This situation, which you can consider as a lack of self-awareness, allows candidates to easily differentiate themselves from each other in interviews.
People who know what they want and are able to express their wishes enthusiastically exhibit similar energy when it comes to getting down to business and achieving work.
When analyzing the candidate's job motivation, asking about the jobs that she/he likes to do and doesn't like to do in his profession, and understanding the suitability of the person you are dealing with for your institution can also help you.
Ethical values: doing the right thing
Ethics is about knowing what is right and wrong in business and doing the right thing.
Ethical values such as respect, honesty, justice, responsibility, accuracy, and impartiality are the cornerstones of business life wherever you go in the world. In other words, ethical values are universal.
During the job interview process, you should ask your candidate questions where you can understand how much she/he is committed to ethical values and works in accordance with these. In particular, you can use case analysis questions to understand the candidate's ethical values performance.
Diligence: the way to achieve goals
There is a big difference between knowing a job and doing it.
Not every person with academic knowledge can be a good performer. Beyond that, diligence stands out. Knowing, doing, and hardworking... These three factors should be analyzed separately in a candidate.
The fact that an employee fulfills his responsibilities within the framework of the job description assigned to her/him is not an indicator of diligence. The tasks are performed in full (on time and with the desired quality) is originally an indicator of responsibility awareness. Diligence is the ability to go beyond this. In other words, creating added value, coming up with new ideas and putting in extra effort to implement them, supporting the work of friends can be good examples of hard work.
On the other hand, another issue that should not be confused with diligence is working hours. There are individuals who work hard beyond their normal working hours, and they can place it in the hardworking category. However at this point, it is necessary to interpret the work not by quantity, but by qualitative analysis. Is there an obstacle to a person's effective work during the day, or is it really left to overtime to generate added value? If you pursue the values of motivation, work ethics, and diligence in job interviews, you can analyze many professional and behavioral competencies of candidates.
These are the core values that should basically be found in every person in business life. Need some guidance for HR department? We’re here to help you.
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