When you think about it deeply, a job interview really isn’t as insightful as business managers would hope they are. A twenty-minute conversation, a presentation, and a resume are hardly a full and capable means of assessing a human being from head to toe. Nor is it a full assessment of how they might fit into your organization. At the very least, an interview lets you understand how someone might like to work at your firm and what they know about it, that much is clear.
As such, there are many non-resume skills your company needs to properly compete in the market. But how can you assess them as an employer, with limited time, and no doubt dozens of candidates to work through? It’s not always clear what that might mean.
In this post, then, we’ll discuss how to identify those non-resume skills your company might need, and how that could contribute to a healthier, happier, and more productive workforce.
It’s important for your staff to have the interests of your business at heart. Of course, most of them will if you adequately compensate them and also include them in your story. But this often influences more than just motivation, it also impacts how they might talk of your business to others, how they represent your business, and why they’re important to your business. Having strong, smart, interested, independent and trustworthy people able to speak to clients, present your booth at a trade fair, or simply talk with confidence on the phone will all make a massive difference to how a staff member’s story becomes your own.
Of course, it’s important to be inclusive and to hire people who may not be fully able-bodied, or at least, to never discount them simply because they may not be fully able. That said, this doesn’t always work for every position. For instance, scheduling a rail industry worker medical before hiring a preferred candidate will ensure they can keep up with the rigours of the job, are able to move in and out of trains with ease and can commit to maintenance more capably. This way, you can ensure those who are tasked with maintaining the systems that ensure safety are able to keep up with their tasks.
It may seem so simple, but those who have trouble explaining themselves, putting forward ideas, or reporting issues in time can hold your business back. That’s not to say you should discriminate against those who may need a little more time to illustrate their point, or who may have a stammer or stutter etc, but it does mean those who can properly communicate will be better at collaborating, especially if they’re not afraid to put themselves forward, to be affable, and not to be afraid to disagree. All of that is especially important for remote work. These are valuable qualities and may help your company thrive with someone like that behind the helm, or even as a central part of the team.
With this advice, you’re sure to correctly identify the non-resume skills your company needs for success.