They can talk the talk, but can they walk the walk? There's a handful of candidate types; the person who can talk their way into a job, but may not meet the job requirements, the person who's a little more reserved and not comfortable with boasting, but could be a rock star. Then there's a wide range of combinations. Have you ever hired a great candidate for the job, but when they arrive, it's as if they're not the same person?
How the candidate performs within the workplace and
reacts to interpersonal dynamics, is key to the hiring decision. These two conditions can make or break even
the best candidate (on paper).
A combination of interview and
on-the-job assessment will increase the likelihood of a good match. See how the
candidate does, how they interact with the team and how they manage within the
environment. Solid performance can be affected by the environment - the only way to test this is to
see how they do, how they interact. As a bonus, if the candidate is willing to
contract for six months, it gives both parties time to really assess and know that they've made the right decision.
