Was tun Sie, wenn das Erfolgspotenzial eines Kandidaten in einer Rolle unklar ist?

If a candidate's potential for success in a role is unclear, I would conduct additional assessments such as skill tests, behavioural interviews, or job simulations to gather more information. I would also seek feedback from relevant stakeholders and reference checks to gain insights into the candidate's abilities and fit for the role. Additionally, providing opportunities for the candidate to showcase their skills through practical tasks or probationary periods can help evaluate their suitability for the position.

- Conduct Additional Assessments: Implement additional assessments like work samples or psychometric tests to better evaluate the candidate's skills and fit for the role. - Seek References: Reach out to the candidate's previous employers or colleagues for insights into their performance and work ethic. - Interview Panel: Include multiple interviewers from different departments to gather diverse perspectives on the candidate's potential. - Trial Period: Offer a probationary period or trial project to assess the candidate's performance in a real-world setting before making a final decision. - Consult Colleagues: Seek input from colleagues or team members who may have worked with similar candidates in the past to gain additional insights.

When a candidate's potential for success in a role is unclear, ask the candidate more in-depth questions. You can also ask them to provide you a visual of the example they are providing, such as an onsite or virtual case study. If you do extend a case study, ensure expectations are set clearly to allow the candidate to present their response to their best ability and to decrease the likelihood of a wrong assessment. That would take care of the technical side... Don't overlook the cultural fit! Ensure values are aligned AND ask questions about their VALUES. Technical + cultural fit is where you will truly understand a candidate's potential for SUCCESS.

When a candidate's potential for success in a role is unclear, I typically take several steps to gain a clearer understanding. First, I review the candidate's qualifications, experiences, and skills in relation to the job requirements to identify any gaps or areas of concern. Next, I may conduct additional assessments or interviews to explore specific competencies or attributes relevant to the role. Additionally, I seek input from colleagues or stakeholders who have interacted with the candidate to gather different perspectives. If necessary, I may also consider offering a probationary period or training program to further evaluate the candidate's fit for the role.

Reach out to the candidate for clarification or additional information about their skills, experience, and career goals. Ask probing questions to better understand their background and assess their fit for the role.

Sample Approach: Arrange interviews with key stakeholders or team members who will closely interact with the candidate. Gather diverse perspectives on the candidate's potential fit within the team and organization.

Evaluate the candidate's learning agility, adaptability, and potential for growth within the role and the organization. Assess the candidate's alignment with the company culture, values, and work environment to determine if they would thrive in the organization. Consider your intuition and gut feeling about the candidate's potential, while also relying on data and evidence to support your assessment.

Invite the candidate for a skills assessment or a practical exercise related to the job responsibilities. For example, if it's a sales role, organize a mock sales pitch scenario to gauge their communication and persuasion skills.

If the candidate's potential for success in the current role is unclear, explore whether there are alternative positions within your organization that may better align with their skills and strengths. This could involve discussing different job responsibilities or career paths that may be a better fit.