In order to do my job effectively for both my clients (hiring authorities) and my candidates (prospective employees), I have to consider a myriad of factors when making a match between employer and employee. So many factors, tangible and intangible, need to be considered on both sides in order for a successful match to be made.
Some of the top factors considered are:
- Education, skills and abilities: Unless the applicant is just entering the workforce in an entry level position, the employer will need to see that the person they select has acquired the necessary career skills and abilities, as well as the appropriate training and education, necessary to be successful in their organization. Likewise, the candidate/propsective employee will want to know that they have the necessary knowledge, abilities and skills to be successful in their new job and therefore protect their good name and professional reputation in the marketplace so that they can attain their ultimate career goals.
- Experience and background: The employer will want to know that the organizations where the candidate has worked in the past have prepared them to be successful in their organization. They will look at size of company (small or large), titles (how does their title match up with the propsective employees past titles, experience, education). In addition the employer will want to assess whether the management philosophy of past employers as well as the type of culture the employee has been successful to date will contribute to the candidate's likelihood of being successful in their organization. The prospective employee/candidate should also consider these same factors. Why? If the candidate has been successful in an unstructured environment it is unlikely that they will easily make the transition to a more structured environment. In addition, the title, duties and salary of the position in question should fill a "gap" in the candidates background so that their overall portfolio of experience is strengthened in a manner to facilitate the candidate's keeping of their career on an upward trajectory.
The trickiest factor in making a successful match between employer and employee is the biggest intangible factor for employees and candidates alike to assess - and that fctor is the cultural fit. Will the candidate fit into the organizational culture of the new organization? How are their communication skills? Is the candidate a 9 to 5 worker or a work-oholic? Do they need more structure? Less structure? Are they a lone wolf or a team player and which is the expected norm at the company in question? In my opinion this matter of a "fit" is the chief reason why apparently qualified candidates are not extended offers of employment after completing the interview process.
There are many great companies and employees in the marketplace waiting to meet each other. It is my job to facilitate the introduction, guide both parties through the interview process and then ultimately help the candidate decide whether any offer of employment that they receive will ultimately result being a good fit for them as well as for the companies that I represent. After all, productive, successful work leads to happy and satified employees.
After 18 years in the staffing and recruiting business, placing everything from security guards to executives, I have learned a few things about the placement process that can aid both parties. If you are an employee considering making a career move or an employer looking to add the next superstar to your team, give me a call.
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