How to Tell if a Candidate's Skills Fit Your Role

This is the seventh in a series of ten posts on hiring candidates for characteristics linked to high performance. Each post focuses on a key candidate trait, why it matters and how recruiters can develop processes to correctly and fairly evaluate for it.

So far, we’ve covered the science of first impressions, the important difference between hiring for personality versus character, how to hire candidates committed for the long haul, how to find and hire motivated candidates, how hiring teams can find and hire talent committed to collaboration, and how to identify and hire passionate candidates.

This post will look at how your hiring process can accurately and sustainably identify candidates with the right skills for your roles.

You’ve probably heard it time and time again from hiring managers: “There just aren’t enough good people.” Whether you’re hiring entry level coders, sales managers, or experienced executive assistants, no one seems to be good enough. And maybe they’re sometimes right, but there’s also a tendency to hold candidates to impossible standards.

The ROI of Hiring the Right People with Greenhouse Software’s Maia Josebachvili

Maia Josebachvili, VP of People and Strategy at Greenhouse Software, joins the Hiring On All Cylinders team to discuss her work developing a system to measure employee lifetime value. As Maia explains, she began thinking about employee lifetime value because she was trying to figure out the precise ROI of hiring the right people. As a former Wall Street trader, she naturally developed a data-centric, mathematical approach to the question and developed some interesting conclusions that mapped out what factors contribute to the value employees generate for their organizations.