How can you identify a job candidate's strengths and weaknesses?

Getting the full picture of a candidate is crucial! I had a candidate who did not interview the best, but because of all of the pieces I found my client took a chance and he is still working there 5 years later. We can't just rely on just one piece of the puzzle— we have to use a mix of sources to unveil the complete narrative. 🧩 📑 Resume: Unearth the basics—education, work history, and victories. 🗣️ Interview: Decode their vibe—communication, motivation, and personality. 📊 Test: Dive into the data—aptitude, skills, and traits. 🔍 Extras: Request references, GitHub, portfolios, check LinkedIn referrals, if they have any Google populated published works, and one of my favourites, what they engage with on LinkedIn...

Identificar os pontos fortes e fracos de um candidato começa no primeiro contato dele com a vaga, seja por indicação ou plataformas online, os fins justificam os meios neste caso. Além das respostas diretas a perguntas em entrevistas, é crucial compreender comportamentos e linguagem emocional, já que os candidatos muitas vezes não conseguem se expressar. O recrutador deve ir além do óbvio, captando nuances e informações nas entrelinhas comportamentais para uma análise mais completa.

Identifying a job candidate's strengths and weaknesses involves reviewing resumes, using behavioral questions and skills assessments, checking references, encouraging self-assessment, evaluating cultural fit, asking role-specific questions, conducting group interviews, observing body language, and providing a realistic job preview. This multifaceted approach helps gather comprehensive insights for informed hiring decisions.

Candidates don't always know what their strengths are, or what kind of roles they can translate to. When determining their next role, I always ask "What day-to-day functions need to be part of the role in order for it to be a good fit?" You can also think of this as the "hard skills" or functional skills. If that's challenging, simply ask "What aspects of my job do I enjoy the most?" Chances are, some of the things you enjoy most are also those you're best at.

If it is about an experienced resource one can ask about the most difficult situation they have faced so far and how did they overcome that! or put them in the real time issues for what you looking to hire an individual for and wait for their response. For freshers you can always try to understand the project work they have done. Ask about the passion and try to find out that what kind efforts an individual has invested to pursue the same. By asking these simple questions you can understand the personality of a candidate. That can give you an idea about their mindset. If it is resolution driven and complain driven. Which is kind of very important irrespective of department you are hiring for.