Choosing the Right Candidate

How to Choose the Right Candidate

In order to select the right person for a position, the hiring manager must first accurately define the job requirements. Next, it is important to develop strategies for recruiting the right individuals. Four primary recruitment methods:
• Print media
• Electronic media
• Personal networking
• Other methods such as staffing agencies or campus recruitment

When deciding whom to hire, the manager should make judgments consistent with the job description.
• The manager should assess motivational fit and job fit.
• Before making a job offer to a candidate, the manager should be knowledgeable about the laws    regarding hiring practices.

The best way how to identify whether a candidate's characteristics and motivations match the behaviours needed for your job is through a behavioural interview. As it is the best tool you can ever have to identify candidates who have the behavioural traits and characteristics you believe are essential for success in the job.

In behavioural interviews, candidates may be asked to pinpoint specific instances in which a particular behavior was exhibited in the past.



How to Conduct an Effective Behavioral Interview

• Start preparation for a behavioural interview by identifying what you want the employee to be able to do in the job. Use a job specification/ description to describe the    requirements of the position.
• Determine the required KRA’s for the job.
• Determine the characteristics and traits of the individual whom you believe will succeed in that job. If there are present employees successfully performing the job    currently, list the traits, characteristics, and skills that they bring to the job.
• Narrow the list to your key behavioural traits you believe that a candidate needs to be able to perform the job.
• Write a job posting that with the exact same requirements of your job description.
• Make a list of questions, both behavioural and traditional, to ask each candidate during the behavioural interview. (A structured list of behavioural interview questions    makes candidate selection more defensible and allows you to make comparisons between the various answers and approaches of your interviewees.)
• Review the resumes, cover letters, and other job application materials received.
• Phone screen the candidates who have caught attention with their qualifications, if necessary, to further narrow the candidate pool. You want to schedule the most qualified    candidates for a behavioural interview.
• Schedule interviews with the candidates who most appear to have the behavioural characteristics, along with the skills, experience, education, and the other factors you    would normally screen for in your application review.
• Ask your list of behavioural and traditional questions of each candidate during the behavioural interview.
• Narrow your candidate choices based on their responses to the behavioural and traditional interview questions. Complete the selection process using these recommended    steps.
• Select your candidate with the right mix of knowledge, experience, and behavioural characteristics that match the needs of the job guiding your decision.

Behavioral Interviews are based on the premise that one’s recent, relevant past is a good predictor of future performance. It implies that if you were successful in a particular role, it follows that you will be successful in a future similar role. The Behavioral Interview is used to determine to what extent a candidate’s past performance meets the company’s needs.

In order for you to get the information you are looking for from the candidate, you need to ask for specific examples of real challenges, tasks, or situations that the candidate faced; the actions they took to solve the challenges, and the results of those actions.

This process is described by several acronyms, all having the same meaning: S.T.A.R. (Situation or Task, Action, Results), C.A.R. (Challenges, Action, Results), or E.A.S.Y. (Event, Action, Step taken, and Yield or Outcome).

In preparation for your role as an interviewer, review the following Behavioral questions and consider answers that you would want to hear from a candidate:
• Communication Skills
• Problem Solving
• Organizing & Planning
• Decision Making

Following the Behavioral Interview

With answers to behavioral questions, you have comparisons you can make between your candidates and you can assess them. You have a good idea about how the candidate has approached similar situations.

The values and behavioral characteristics and traits you have identified and sought out give you a much better idea about whether the candidate is a good fit for your position.

One of the leading Indian IT major is looking for Senior Developers with following skill sets;

  • Position: Senior ETL Developers
  • Primary skill experience in Teradata & Data stage. Secondary skill experience in UNIX
  • Experience level: 3 – 6 years in related filed
  • The candidate should have knowledge on BI/Datawarehouse concepts, should be able to make ETL & Unix Scripts changes independently.
  • The candidate should be able to DB2 SQL queries to TD queries
  • The candidate should be able to meet the planned timelines on a daily basis and would be the SPOC to resolve all the issues on Datastage & Teradata faced in the respective assigned tracks & would be accountable for the overall quality of the work products in the assigned track.

Interested candidates can mail their updated resumes to astra@adastraconsultants.com

 

One of the leading Indian IT major is looking for Senior Developers with following skill sets;

  • Position: Senior ETL Developers
  • Primary skill experience in Teradata & Data stage. Secondary skill experience in UNIX
  • Experience level: 3 – 6 years in related filed
  • The candidate should have knowledge on BI/Datawarehouse concepts, should be able to make ETL & Unix Scripts changes independently.
  • The candidate should be able to DB2 SQL queries to TD queries
  • The candidate should be able to meet the planned timelines on a daily basis and would be the SPOC to resolve all the issues on Datastage & Teradata faced in the respective assigned tracks & would be accountable for the overall quality of the work products in the assigned track.

Interested candidates can mail their updated resumes to astra@adastraconsultants.com

 

One of the leading Indian IT major is looking for Senior Developers with following skill sets;

  • Position: Senior ETL Developers
  • Primary skill experience in Teradata & Data stage. Secondary skill experience in UNIX
  • Experience level: 3 – 6 years in related filed
  • The candidate should have knowledge on BI/Datawarehouse concepts, should be able to make ETL & Unix Scripts changes independently.
  • The candidate should be able to DB2 SQL queries to TD queries
  • The candidate should be able to meet the planned timelines on a daily basis and would be the SPOC to resolve all the issues on Datastage & Teradata faced in the respective assigned tracks & would be accountable for the overall quality of the work products in the assigned track.

Interested candidates can mail their updated resumes to astra@adastraconsultants.com