Desire to work
Posted: Sun Jan 19, 2025 4:58 am
Assessment according to this criterion allows us to determine the candidate’s motivation, attitude and involvement.
A candidate can demonstrate his desire to work through a number of signs and behavioral characteristics, the main thing is to pay attention to them during the interview itself.
The candidate is interested in the company, its goals and culture
When asked, “What attracted you to this vacancy and why do you want to work for our company?” , the candidate, without thinking twice, will begin to list the specific features of the company that attract him, and talk about the most interesting projects for him that motivate him to get the vacant position.
Moreover, a person can talk about personal professional characteristics that will allow him to contribute to the overall success and development of your company.
Desire to work
Source: shutterstock.com
Active participation in interviews
The candidate asks a lot of questions about the company, its place in the market, business processes and other aspects related to the job. This indicates his direct interest and desire to get as much information as possible in order to become part of your team as quickly as possible.
Striving for professional development
A bad candidate is one who self employed data package does not see his future growth. If a candidate expresses a willingness to learn and develop within the company, it means he has long-term plans, which may indicate his desire to work. Be prepared that such an employee will discuss plans for promotion with you in the future, offering to take on additional responsibilities in exchange.
Enthusiasm in sharing your experience
The candidate speaks positively about his previous work experience, and is happy to talk about his achievements. This indicates that the work, in principle, brings him satisfaction. As a rule, such people like to work and are quite proactive.
Pay attention to the person's overall tone, attitude, and participation in the interview process. All of this will help you evaluate the candidate for willingness to work.
Relevant knowledge
Knowledge assessment is one of the key criteria for a candidate’s suitability for a specific position.
Knowledge assessment
Source: shutterstock.com
What indicators should be used to evaluate a candidate’s knowledge:
Technical skills. Each position requires specific technical skills. This could include knowledge of programming languages, skills in working with technological tools, or proficiency in specialized software.
Professional knowledge: Assesses general knowledge in the field related to the vacancy: understanding of the basic principles, theories and trends in the relevant field.
Problem-solving thinking. This is where the candidate's ability to analyze and solve problems is assessed. In other words, how a person applies their knowledge to solve specific tasks and problems, their ability to offer effective solutions.
Background. Assess the candidate's experience, which the candidate received at the previous place of work. Often, the candidate does not have the appropriate education, but experience can easily compensate for this.
When assessing a candidate's knowledge, remember two key rules:
Don't trust all diplomas
If we talk about higher education in general, most of your candidates will have it. However, to assess relevant knowledge, pay attention to the specialized courses that the candidate took and how long ago it was. How often does a person engage in self-study, what books does he read, what does he do for professional growth - these are the triggers that will highlight the relevance of the potential employee's knowledge.
Use a case interview to test your knowledge
In each position, a person is forced to perform a certain pool of duties. To assess the candidate's experience and knowledge, simulate a real situation and see how the person solves problems.
A candidate can demonstrate his desire to work through a number of signs and behavioral characteristics, the main thing is to pay attention to them during the interview itself.
The candidate is interested in the company, its goals and culture
When asked, “What attracted you to this vacancy and why do you want to work for our company?” , the candidate, without thinking twice, will begin to list the specific features of the company that attract him, and talk about the most interesting projects for him that motivate him to get the vacant position.
Moreover, a person can talk about personal professional characteristics that will allow him to contribute to the overall success and development of your company.
Desire to work
Source: shutterstock.com
Active participation in interviews
The candidate asks a lot of questions about the company, its place in the market, business processes and other aspects related to the job. This indicates his direct interest and desire to get as much information as possible in order to become part of your team as quickly as possible.
Striving for professional development
A bad candidate is one who self employed data package does not see his future growth. If a candidate expresses a willingness to learn and develop within the company, it means he has long-term plans, which may indicate his desire to work. Be prepared that such an employee will discuss plans for promotion with you in the future, offering to take on additional responsibilities in exchange.
Enthusiasm in sharing your experience
The candidate speaks positively about his previous work experience, and is happy to talk about his achievements. This indicates that the work, in principle, brings him satisfaction. As a rule, such people like to work and are quite proactive.
Pay attention to the person's overall tone, attitude, and participation in the interview process. All of this will help you evaluate the candidate for willingness to work.
Relevant knowledge
Knowledge assessment is one of the key criteria for a candidate’s suitability for a specific position.
Knowledge assessment
Source: shutterstock.com
What indicators should be used to evaluate a candidate’s knowledge:
Technical skills. Each position requires specific technical skills. This could include knowledge of programming languages, skills in working with technological tools, or proficiency in specialized software.
Professional knowledge: Assesses general knowledge in the field related to the vacancy: understanding of the basic principles, theories and trends in the relevant field.
Problem-solving thinking. This is where the candidate's ability to analyze and solve problems is assessed. In other words, how a person applies their knowledge to solve specific tasks and problems, their ability to offer effective solutions.
Background. Assess the candidate's experience, which the candidate received at the previous place of work. Often, the candidate does not have the appropriate education, but experience can easily compensate for this.
When assessing a candidate's knowledge, remember two key rules:
Don't trust all diplomas
If we talk about higher education in general, most of your candidates will have it. However, to assess relevant knowledge, pay attention to the specialized courses that the candidate took and how long ago it was. How often does a person engage in self-study, what books does he read, what does he do for professional growth - these are the triggers that will highlight the relevance of the potential employee's knowledge.
Use a case interview to test your knowledge
In each position, a person is forced to perform a certain pool of duties. To assess the candidate's experience and knowledge, simulate a real situation and see how the person solves problems.