Page 135 - Boost Your Hiring

The Surefire Way to Boost Your Score 121

• Personal motivation: A desire to get ahead and work hard. This also
suggests a high work ethic and drive and energy. This is also a key
skill in a leadership role.
• Adaptability: Flexibility and emotional stability as well as the capa-
bility for readily accepting change.

• Occupational/technical knowledge: The knowledge and skills re-
lated to the requirements of the job.
When a person is satisfied in a job, he or she will be more motivated
than someone who is not satisfied. A more motivated person will per-
form better. So it makes sense to try to find people who will satisfy your
requirements while at the same time satisfying their own needs..

Forms and Tools

After you have a sense of what type of person you want to hire, it’s im-
portant to have a system for measuring how closely a candidate fits
your needs. The tools and forms you can use to rate the candidate will
vary according to the size of your company. For example, you can use
anything from a sophisticated printed form to a simple checklist to even
a blank piece of paper.
The importance of whatever tool you use is that it will enable you to
organize your thoughts before, during, and after the interview. Take
notes during the interview in order to remember the specific words the
candidate used, whether they impress you or if they seem like a possible
red flag.
Using some type of form will assist you in keeping your interview on
track and ensure that the conversations you have with each candidate
are consistent. If you have nothing else, you can use the following sim-
ple five-point rating system:
1 = Much less than acceptable.
2 = Less than acceptable.
3 = Acceptable (qualified).

4 = More than acceptable.
5 = Much more than acceptable.
Use this basic rating system with your five or six identified factors (i.e.,
communications, interpersonal skills, decision-making skills, leadership,
problem-solving skills, etc.).Assigning specific numbers will allow you to