Finding the Employee Who Wants a Career, Not a Job
It takes time, money, and great effort to find the perfect employee for your company. You can expedite the hiring process though hiring Convvy, to find the best applicants, but once your potential recruits are at the interview table then what? Job seekers may present their best assets during a job interview. Their answers to why they wish to be hired at your company may be everything from sincere, to dishonest. Often the job seeker will only tell the interviewer what they want to hear.
It can be difficult to find the right fit between applicant and job opening. You want more than someone who is going to show up at work each day. You want an applicant who is going to truly care about the company, work extra hard, and enjoy coming into work everyday.
Learning how to find the best employee, who is truly interested in a career,—and not just a job, may take a bit of work, but it’s possible to find such a person.
One of the clues to a candidate’s intentions is what their prior work history was. Have they steadily worked their way up in their chosen industry? An employee who has dedicated their life to one industry already knows what their passion is. After all, if they didn’t like it, that would be the first chance to change their direction during a job switch. If they’re open to their career growing, and willing to apply for promotions, these are great indicators that they’ll stick with your company for a long time.
You can’t discredit the applicant who is interested in switching from one interest to another though. Perhaps their education was in your field, but they didn’t have a chance to work in this field. This may be the perfect opportunity for them to let their skills shine. They’ll also be more committed, as they’re learning new skills.
Now that you know a few indicators of what to look for in your new applicants, what can be some warning flags?
If applicants are hesitant about the hours of the job, the salary, or the benefits, this position may not be right for them. You don’t want to force someone into a role that they will fulfill, because they need the money. You’re doing them a disservice, “because they need a job”.
You may wish to quiz them at the interview on their thoughts about company culture. Are they an active participant in company events? Do they join teams, and workshops? Have they kept in contact with colleagues from past jobs?
This answer is a good indicator as to whether your candidate is merely planning on attending work, then when they’re off, work is gone from their minds. But a candidate who actively participates in work events, and still has friends from prior jobs is one who is also going to engage as a member of the team.
Don’t just pick the applicant with the most skills, pick the applicant who truly wants a career.
Finding the Employee Who Wants a Career, Not a Job
It takes time, money, and great effort to find the perfect employee for your company. You can expedite the hiring process though hiring Convvy, to find the best applicants, but once your potential recruits are at the interview table then what? Job seekers may present their best assets during a job interview. Their answers to why they wish to be hired at your company may be everything from sincere, to dishonest. Often the job seeker will only tell the interviewer what they want to hear.
It can be difficult to find the right fit between applicant and job opening. You want more than someone who is going to show up at work each day. You want an applicant who is going to truly care about the company, work extra hard, and enjoy coming into work everyday.
Learning how to find the best employee, who is truly interested in a career,—and not just a job, may take a bit of work, but it’s possible to find such a person.
One of the clues to a candidate’s intentions is what their prior work history was. Have they steadily worked their way up in their chosen industry? An employee who has dedicated their life to one industry already knows what their passion is. After all, if they didn’t like it, that would be the first chance to change their direction during a job switch. If they’re open to their career growing, and willing to apply for promotions, these are great indicators that they’ll stick with your company for a long time.
You can’t discredit the applicant who is interested in switching from one interest to another though. Perhaps their education was in your field, but they didn’t have a chance to work in this field. This may be the perfect opportunity for them to let their skills shine. They’ll also be more committed, as they’re learning new skills.
Now that you know a few indicators of what to look for in your new applicants, what can be some warning flags?
If applicants are hesitant about the hours of the job, the salary, or the benefits, this position may not be right for them. You don’t want to force someone into a role that they will fulfill, because they need the money. You’re doing them a disservice, “because they need a job”.
You may wish to quiz them at the interview on their thoughts about company culture. Are they an active participant in company events? Do they join teams, and workshops? Have they kept in contact with colleagues from past jobs?
This answer is a good indicator as to whether your candidate is merely planning on attending work, then when they’re off, work is gone from their minds. But a candidate who actively participates in work events, and still has friends from prior jobs is one who is also going to engage as a member of the team.
Don’t just pick the applicant with the most skills, pick the applicant who truly wants a career.