For every Recruitment Specialist, finding a candidate that fits every single requirement of a current position can often come short of an easy task. Think of them as Sherlock Holmes as they go through multiple leads that would eventually guide them to crack the most difficult of cases or, within this context, to find the most suitable profile for a vacancy that has remained open for a while now. Neither of us wants to hire an imperfect job candidate.
Even if they’re Dr. Watson-less, their work involves attracting and sourcing candidates, pre-screening and presenting qualified job-seekers, and so on…
Is The Perfect Candidate Worth The Wait?
I may be going overboard, I know, as this line of work is not as Indiana Jones-esque nor any other adventurer-like as I make it sound, but if you talk to a Recruiter, they’ll tell you firsthand how annoying it is to have a vacancy that won’t close. No matter how many people they interview, how many résumés they check, or how many calls they make, they still can’t seem to find the perfect candidate for some vacancies.
Grim, even, knowing that there’s a position that haunts them the moment they walk into the office. With deadlines approaching and the Hiring Manager breathing down their neck, what should their next move be? Should they search through their database of less-than-ideal applicants even if their profile doesn’t exactly fit the job description? Or continue waiting for The Chosen One to arrive?
And let’s be honest, they won’t…
Now, in moments like these, our Recruitment Specialist has no choice but to break to the point of exhaustion, and a big question starts to arise:
Does The Perfect Candidate Even Exist?
That’s the myth we’ll try to bust today: whether this mysterious, almost mythical being called “a perfect candidate” is an actual thing or nothing but a product of our imagination. A mirage in this ever-so-expanding place we call our regular workday.
To address this topic, senior adviser Claudio Fernández-Aráoz swiftly stated in his book It’s Not the How or the What but the Who:
“The perfect candidate does not exist, and even if the candidate does exist, it’s [not a given that they would even] consider taking the job”
Additionally, there are many things to consider ahead of moving onto the whole Onboarding Process with a candidate whose profile could have been better:
The Dos
- Be prepared in advance for the first stages of the hiring process. Provide a clear and understandable description of the position that’s available.
- Look beyond professional skills. Pay attention to other types of abilities, such as real-world problem-solving expertise, interpersonal skills, and behavioral approach.
- Get a second opinion on whether the candidate’s drawbacks can be overcome.
The Don’ts
- Don’t ignore alarming flaws. If the candidate lies, is abusive, or has a bad attitude, it is unlikely that they’ll change anytime soon.
- Don’t rush the hiring process. Even if the candidate only has two or three questions left regarding the company, don’t throw him into a job he’s unprepared for.
- Don’t take candidates for granted. Just as Fernández-Aráoz suggested, even though the candidate is perfect (or not), it’s not given that they’ll end up agreeing with the job proposal.
Now, building onto the “Hiring an Imperfect Job Candidate” dilemma: Imagine you’re a Recruitment Specialist, and that one position you’ve been eager to fill keeps mocking you. A “Veni, Vidi, Vici” approach would only make sense, wouldn’t it? I came, I saw, I conquered. But still, some details on the job description continue to allude to the expertise of every candidate you interview.
In some cases, said details are things that can be fixed in time, such as proficiency in some required skill, experience in the area, immediate availability, etc. In some other (extreme) cases, these gaps can’t be ignored. They’re a deal-breaker, of course, but we do what we can with what we have, don’t we?
These are some tips you can follow if you want to give those months-old CVs a chance.
Gather Second (and Third) Opinions
If you’re unsure of something, don’t hesitate to ask for a different opinion. Seek help from your Hiring Manager, an HR Representative, or an expert in the field.
Consulting Services are of good use in situations like these. They’ll surely share helpful information that’ll help you decide whether you have a good hire in your hands or not.
If you have a gut feeling, don’t ignore it. It’s better to clarify all doubts before any important decision is taken.
Furthermore, you can also receive input from people who work in the department the current candidate is applying for. Accountants ought to know their peers, don’t they? The same with any other career path – IT, Human Resources, Marketing, etc.
Evaluate The Candidate’s Potential
When interviewing possible candidates, pay extra attention to those unique qualities that would make them a great fit within the company: integrity, dependability, cooperation, and a positive attitude. If the candidate is easy to talk to and considers themself a fast learner, you might as well allow them to prove what they’re capable of.
It doesn’t matter if it’s an entry-level job or a high-level position, you’ll want someone upbeat and excited about working in your company. Enthusiasm carries into the workplace and the candidate’s overall performance.
Help Candidates’ Growth
Providing meaningful feedback is an essential part of every excellent recruiting process. Don’t limit yourself to just making a list of the things you dislike and then dismiss the candidate’s feelings. Aim to help and think about what you could do differently in future interviews, then communicate it tactfully.
Insight into interpersonal and technical skills is always welcomed, yet once again, communicate it politely. End the interviewing process by giving them advice on how to improve professionally.
In conclusion, imperfect candidates will vastly outweigh those almost-too-perfect profiles that seem as rare as a unicorn. That’s just how things are. But still, that doesn’t mean they won’t be qualified for the job. That’s where we all started, I’m sure. Or at least, in my case, I can say it with confidence.
So, if you’re a recruitment specialist whose workday consists of looking at CV after CV, try allowing promising candidates. Promising can be enough, can’t it? You’ll see how they do during the recruitment process, and then decide out of it. Engaging with the person won’t harm anyone; I’m sure they’ll be grateful.
See more articles by Jenaro Perdomo.
