{"id":10328,"date":"2018-07-17T15:10:54","date_gmt":"2018-07-17T15:10:54","guid":{"rendered":"https:\/\/keblog.demoapp.xyz\/?p=10328"},"modified":"2022-10-19T04:55:22","modified_gmt":"2022-10-19T04:55:22","slug":"how-to-filter-good-candidates-from-less-than-ideal-ones","status":"publish","type":"post","link":"https:\/\/neo-blog.kalibrr.com\/blog\/how-to-filter-good-candidates-from-less-than-ideal-ones","title":{"rendered":"How to Filter Good Candidates from Less-than-ideal Ones"},"content":{"rendered":"<p>Hiring talent is an inexact science. A lot of times, recruiters and hiring managers trust their instinct to see whether a candidate is a good one and will immensely contribute to the company. There are instances, of course, when a bad hire is committed, resulting in hiring a less-than-ideal candidate who in the long run will prove to be a costly business decision.<\/p>\n<p>As much as many HR practitioners would want to develop a built-in automatic filter for identifying the best candidates, this\u00a0sadly is not the case, and finding the right candidate to fill the job is often a matter of figuring out the positives and negatives, weighing one\u2019s options very carefully, and trusting your judgment.<\/p>\n<p><a href=\"https:\/\/www.kalibrr.com\/\" target=\"_blank\" rel=\"noopener\">Kalibrr<\/a>, a tech-enabled end-to-end recruitment solutions provider, puts together a few tips to help recruiters and hiring managers weed out bad candidates from good ones and hire the best talent in the process.<\/p>\n<p>&nbsp;<\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_26 counter-hierarchy\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\">TOPICS<\/p>\n<span class=\"ez-toc-title-toggle\"><a class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" style=\"display: none;\"><label for=\"item\" aria-label=\"Table of Content\"><i class=\"ez-toc-glyphicon ez-toc-icon-toggle\"><\/i><\/label><input type=\"checkbox\" id=\"item\"><\/a><\/span><\/div>\n<nav><ul class=\"ez-toc-list ez-toc-list-level-1\"><li class=\"ez-toc-page-1 ez-toc-heading-level-2\"><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/how-to-filter-good-candidates-from-less-than-ideal-ones\/#1_Ask_the_Candidates_to_Work_on_a_Short_Assignment\" title=\"1. Ask the Candidates to Work on a Short Assignment\">1. Ask the Candidates to Work on a Short Assignment<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-2\"><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/how-to-filter-good-candidates-from-less-than-ideal-ones\/#2_Dont_Get_Floored_by_Buzzwords\" title=\"2. Don\u2019t Get Floored by Buzzwords\">2. Don\u2019t Get Floored by Buzzwords<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-2\"><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/how-to-filter-good-candidates-from-less-than-ideal-ones\/#3_Devise_a_Process_and_Stick_to_It\" title=\"3. Devise a Process and Stick to It\">3. Devise a Process and Stick to It<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-2\"><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/how-to-filter-good-candidates-from-less-than-ideal-ones\/#4_Make_a_Personal_Connection\" title=\"4. Make a Personal Connection\">4. Make a Personal Connection<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-2\"><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/how-to-filter-good-candidates-from-less-than-ideal-ones\/#5_Do_Background_Checks\" title=\"5. Do Background Checks\">5. Do Background Checks<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"1_Ask_the_Candidates_to_Work_on_a_Short_Assignment\"><\/span>1. Ask the Candidates to Work on a Short Assignment<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Asking candidates to perform a short work-related assignment can help recruiters and hiring managers weed out bad candidates from good ones. For candidates for writer or editor positions, this may be a short blog article; for sales positions, perhaps a short business email to a client.<\/p>\n<p>According to Jacqueline van den Ende, CEO of <a href=\"https:\/\/truemoney.com.ph\/\" target=\"_blank\" rel=\"noopener\">True Money Philippines<\/a> and former managing director of Lamudi Philippines, asking a candidate for B2B sales to write a short email to a client about the product can do miracles. \u201cThrough this letter, we see how serious or motivated someone is to do the assignment and, secondly, we learn a lot about his or her level of professionalism, English proficiency, and spelling issues.\u201d<\/p>\n<p>&nbsp;<\/p>\n<h2><span class=\"ez-toc-section\" id=\"2_Dont_Get_Floored_by_Buzzwords\"><\/span>2. Don\u2019t Get Floored by Buzzwords<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Some candidates are highly adept at throwing in nonsense keywords to their resumes. In fact, every year LinkedIn, releases a list of <a href=\"https:\/\/blog.linkedin.com\/2017\/january\/25\/better-than-buzzwords-2017-is-the-year-to-start-showing-it-linkedin\" target=\"_blank\" rel=\"noopener\">overused words<\/a> that recruiters should use to identify uncreative\u2014and therefore less-than-ideal\u2014candidates. These keywords include \u201cstrategic,\u201d \u201ccertified,\u201d \u201cexpert,\u201d and others. Instead, recruiters should focus on finding specialized or focus words, such as \u201cimproved,\u201d \u201cguided,\u201d \u201cfacilitated,\u201d and the likes. An article posted on <a href=\"https:\/\/www.thebalancecareers.com\/best-and-worst-resume-buzzwords-4147655\" target=\"_blank\" rel=\"noopener\">The Balance<\/a> explains that these words are focused on telling the story, not dressing it up, and, therefore, tells what the candidate can do for the organization and why is he or she is better than anyone else.<\/p>\n<p>&nbsp;<\/p>\n<h2><span class=\"ez-toc-section\" id=\"3_Devise_a_Process_and_Stick_to_It\"><\/span>3. Devise a Process and Stick to It<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>According to Beverly Aguilar, senior human resource officer at integrated communications firm TeamAsia, they have three sets of interview for qualified candidates, and there is a go-signal from HR and the director or manager before the applicant is recommended for an interview with the managing director. \u201cWe weed out candidates by telling them the truth and what are the things they should work on,\u201d she said.<\/p>\n<p>For True Money, a key element of their recruitment process is to score all candidates on a 5-point scale, says van den Ende. For example, a \u201c3\u201d means good, which means the person can do the job, while a \u201c5\u201d means the candidate is incredible. \u201cI make it a point to never hire a person who scores a \u201c3\u201d or below. This is because a great candidate or a high-impact candidate is at least twice as valuable as an average candidate.\u201d<\/p>\n<p>&nbsp;<\/p>\n<h2><span class=\"ez-toc-section\" id=\"4_Make_a_Personal_Connection\"><\/span>4. Make a Personal Connection<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Establishing a personal connection is critical, said Jocelyn Cohen, a recruiter at San Francisco-based food delivery start-up Zesty. The more comfortable candidates are, the better the recruiter or hiring manager gets to know their skill set and background, she said. \u201cIt\u2019s important to have a personable approach with candidates. Enable your candidate to open up by opening up to them, being friendly, and being genuine.\u201d<\/p>\n<p>Another effective way is to make the interview as fun and engaging as possible. According to Brett Comeaux of LG Fairmont, interviews are just as much about gauging a potential hire\u2019s cultural fit as it is about their ability and technical skills. By making the experience fun for the candidate, you are much more likely to get accurate information about the candidate, he said.<\/p>\n<p>&nbsp;<\/p>\n<h2><span class=\"ez-toc-section\" id=\"5_Do_Background_Checks\"><\/span>5. Do Background Checks<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Background checks should be a standard part of your process to get more feedback on the candidate and to avoid employee integrity issues, said van den Ende. This can be done by getting in touch with the candidate\u2019s character references.<\/p>\n<p>When she started hiring for her previous company, van den Ende said that proper background checks were not part of their hiring process, which resulted in several fraud and theft cases. \u201cIt was a very steep and costly learning curve, but one I am grateful for having experienced.\u201d Fortunately, however, these days her hiring strategy has much improved. \u201cHaving committed every possible recruitment mistake\u2014these days we have a strong hiring process and we are able to attract and retain key talent in the Philippines.\u201d<\/p>\n<p>She also urges recruiters and hiring managers to be very selective. \u201cFor us, it is always worthwhile to be super picky until you find that \u20184\u2019 candidate and to pay key talent more,\u201d said van den Ende. \u201cInvestment in talent always ROI\u2019s. The key is to never compromise on the people you hire because your company is only as good as the sum of your talent.\u201d<\/p>\n<p>&nbsp;<\/p>\n<p><em>Kalibrr is a technology company that aims to transform how candidates find jobs and how companies hire talent. Placing the candidate experience at the center of everything it does, the company continues to attract the best talent from all over, with over 2.3 million professionals and counting. Kalibrr ultimately connects these talents to companies in search of their next generation of leaders.<\/em><\/p>\n<p><em>The only end-to-end recruitment solutions provider in Southeast Asia, Kalibrr is headquartered in Makati, Philippines, with offices in San Francisco, California and Jakarta, Indonesia. Established in 2012, it has served over 18,000 clients and is backed by some of the world\u2019s most powerful start-up incubators and venture capitalists. These include Y Combinator, Omidyar Network, Patamar Capital, Wavemaker Partners, and Kickstart Ventures.<\/em><\/p>\n<p><em>Need help with recruitment? <a href=\"https:\/\/www.kalibrr.com\/contactus\/demo?utm_source=blog&amp;utm_medium=in-text&amp;utm_campaign=blog\" target=\"_blank\" rel=\"noopener\">Sign up for Kalibrr<\/a> and start hiring better today! For more business and recruiter advice, follow Kalibrr on <a href=\"https:\/\/www.facebook.com\/Kalibrr\" target=\"_blank\" rel=\"noopener\">Facebook<\/a>, <a href=\"https:\/\/twitter.com\/kalibrr\" target=\"_blank\" rel=\"noopener\">Twitter<\/a>, <a href=\"https:\/\/www.linkedin.com\/company\/kalibrr-technology-ventures\/\" target=\"_blank\" rel=\"noopener\">LinkedIn<\/a>, and <a href=\"https:\/\/www.instagram.com\/kalibrr\/\" target=\"_blank\" rel=\"noopener\">Instagram<\/a>.<\/em><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Hiring talent is an inexact science. A lot of times, recruiters and hiring managers trust their instinct to see whether a candidate is a good one and will immensely contribute to the company. There are instances, of course, when a bad hire is committed, resulting in hiring a less-than-ideal candidate who in the long run [&hellip;]<\/p>\n","protected":false},"author":16,"featured_media":10329,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[16],"tags":[],"_links":{"self":[{"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/posts\/10328"}],"collection":[{"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/users\/16"}],"replies":[{"embeddable":true,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/comments?post=10328"}],"version-history":[{"count":0,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/posts\/10328\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/media\/10329"}],"wp:attachment":[{"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/media?parent=10328"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/categories?post=10328"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/tags?post=10328"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}