#Recruiting #TalentAcquisition #InterviewTips #CareerAdvice
Need advice from TA people
Hey there, fellow talent acquisition professionals! 🌟 Are you facing a dilemma when it comes to interviewing candidates who may not perfectly fit the criteria for the role? Don’t worry, you’re not alone in this struggle. Many of us have been in similar situations where we come across promising candidates who may not tick all the boxes on the job description. So, how do you evaluate their answers and make the right hiring decision? Let’s dive into some practical solutions to help you navigate this common challenge.
Understanding the Situation
As a TA professional with a background in agencies, transitioning to an in-house role can be daunting, especially when the job requirements don’t align perfectly with your experience. It’s commendable that you made it to the 2nd round despite not meeting all the corporate experience criteria. đź‘Ť During the interview, you provided examples from your agency work but felt unsure about quantifying the impact of your experience on the role. This is a common concern for many candidates in similar situations.
Judging Non-Traditional Candidates
When interviewing candidates who may not meet all the requirements but show potential, consider the following factors:
1. Transferable Skills:
– Focus on the candidate’s transferable skills and how they can be applied to the role.
– Look for examples of adaptability, problem-solving, and collaboration in their past experiences.
2. Cultural Fit:
– Assess the candidate’s cultural fit with the organization and team.
– Consider their attitude, values, and work ethic as indicators of long-term success.
3. Growth Potential:
– Evaluate the candidate’s eagerness to learn and grow within the role.
– Discuss opportunities for development and how they align with the candidate’s career goals.
Final Thoughts
In conclusion, when interviewing candidates who may not fit the traditional mold, focus on their potential, transferable skills, and cultural fit. Emphasize the candidate’s ability to learn and grow, rather than solely focusing on past experience. Remember, hiring decisions should be based on a combination of qualifications, skills, and fit with the company culture. 🌱
Have you faced a similar situation in your recruiting career? How do you approach interviewing candidates who don’t meet all the requirements? Share your experiences and tips in the comments below to help your fellow TA professionals navigate this challenge. Together, we can create a more inclusive and diverse workforce! đź’Ľ #DiversityInclusion #RecruitmentStrategies #HumanResources
The market is flooded right now so they can afford to be picky but you just never know.
Also, everyone has different criteria. I’ve been in house for over 10 years and was agency before that. There are a ton of transferable skills.
If I were you I’d reflect on the answers you think could be better and practice them for future responses.
You don’t always have to have exact experience but you need to find a way to relate the answers to what they are looking for.
Indeed has a lot of really good examples to interview questions.
Good luck!
Would be a bit easier if you let us know the questions you feel you struggled with?
Either how they relate the question/scenario to their previous experience, or sometimes what logic they would use to address something they’ve not tackled before.
However, sometimes with the latter you might pick a bad choice you would only have known with experience. So I’d try to find a balance of the two options.
You’re in TA, but you don’t know how to interview and “judge” answers? How did you influence hiring then?
Talking hypothetically isn’t great unless your answer is perfect, showing you have a command of concepts and their importance. You did what you could.
In house interviewers are looking for people who can build relationships, trust and partner with the business. Next time emphasize your relationship building skills.