In recruitment there is no exact formula for telling how successful a placement will be once you have placed an individual in a role. Therefore the best way to facilitate a successful outcome is to ensure you spot the potential in an applicant during the interviewing process to cover your end of the deal. Identifying potential success prior to proving it can be a tricky task, so here are a few pointers on how to pinpoint potential in a candidate.

1. They know what is required of them

Whether the role they have applied for is their dream job or or not they come prepared to the interview by taking the time prior to arrival to research the company and position. This highlights a candidate’s determination and their organisational skills.

2. They know how to make a lasting impression

This could be in the form of finding an innovative way to present their CV. Whether in a video format or a regular PDF that includes captivating content. Good candidate’s will take the time to figure out how to stand out against the competition showing you how driven they are and their level of creativity.

3. They don’t job hop

If a candidate’s CV shows that they have changed jobs every 6 – 18 months then this stands as a predictor of their future behaviour and should be a key warning sign. Be sure to look for an applicant who stays for at least 2 – 5 years with each employer and shows growth over their tenure, such as a promotion. This indicates that they are loyal and efficient and likely to be a better bet. Hire a job hopper and they will inevitably leave that role as soon as something better comes along or they were not enjoying it.

4. They will be able to quantify their successes

A strong candidate should easily be able to highlight measurable results achieved at their previous roles. This could include any quantifiable example of improvement made by themselves at their former companies, such as; meeting sales targets, streamlining a previously disjointed process or perhaps winning an award.

5. They are authentic

A good quality candidate is genuine and will not be afraid to be themselves. It is better to hire someone who is sincere and will be upfront from the start about their flaws/how they can improve upon them, than someone who will tell you what they think you want to hear.

SourceBreaker are here to make your candidate search easier, so if you need any more tips on how best to get to that candidate first, please get in contact.