While it may be easy to spot red flags, people rarely focus on green flags, i.e., indications that the candidate is perfect for the role in question. It’s important as a recruiter or HR manager to be aware of this, so we’re going to take you through all the signs that you found the right candidate. Let’s find out more.
Demonstrating knowledge in answers to interview questions
Well-informed candidates are those who have done their research on the company, the position in question, as well as the company’s ethos and values. Look for signs that someone has taken the initiative to investigate this.
The perfect candidate should be knowledgeable and showcase “hard skills” relevant to the position, plus an attitude to want future progression in the company. This will showcase that the person is eager to stay long-term and do well.
Enthusiasm and motivation
The right person needs to express sincere interest in your company and its values. Cues in body language indicate enthusiasm. Another great sign is also to listen to the excitement in the voice.
Candidates should take pride in what they have done and outline how they can do better in their next role, learning on the go. Enthusiasm shows how somebody is truly interested in their field. You want to sift through the people looking at a role as a means to pay their bills and find those who care about their work and want to progress in their career via your company.
Honesty is the best policy
While every candidate should demonstrate their achievements, they should also be humble and open to talking about their weaknesses. As an example, the candidate might say that they are good with technology but admit that they have things to work on when it comes to presenting. Finding self-aware people is important. It is better to hear about someone who has made a mistake that they have learned from and recovered rather than painting an impeccable and overly-rosy picture of all of themselves.
Concise and clear communication
For recruiters, one of the most time-consuming parts of their job is coordinating everything. It takes a lot of scheduling, interviews, screenings, presentations, and much more to get a candidate into a role. This is especially the case if candidates are slow to respond. The best candidates are those who respond both concisely and quickly throughout every stage of the process. You should look towards these people when you’re hiring, regardless of the industry. Those who do not respond in timely hours are less likely to be responsive on the job. Being prompt demonstrates one’s interest in the position and the company as well.
The flow between candidate and HR manager
Candidates need to provide well-thought-out answers to your questions; however, the interviewer shouldn’t be the only one keeping the conversation going. You want to find people who bring something to the table, where there’s a natural back-and-forth between in the interview conversation. Look for candidates that have good active listening skills, where they show genuine interest and ask questions rather than just respond to interview questions.
Coming up with ideas
Having a record of success is one thing, but a candidate can’t be spoon-fed – they need to show that they can bring something to the role. Those who come to an interview with some concrete ideas of what they can do for the company are those who understand the role well and are willing to make contributions as soon as possible.
Find the best candidates you can
Our guide will allow you to find all the indicators of a good candidate with positivity and promise. Now that you’ve got the knowledge look out for these indicators and find people who are a good fit, understand the culture and role, show interest, and bring something to the role itself. Once you find the green flags, you’ve got your match.
