A recent survey has revealed that candidates are now being assessed more on qualities such as personality than they are experience and skills.
Personally, I’d love to work with someone who is friendly with a good a sense of humour, and if they’re a Leeds supporter who likes house music and frequents a pub occasionally (maybe more than occasionally) that would also help. I'd much rather hire someone like that than someone who comes across arrogant or short-tempered, and if they support United it’s a definite no!
In all seriousness though, the right candidate can’t all come down to whether or not you’d go for a drink with them. If us recruiters are doing our job correctly, someone sitting down for a meeting with you should already have been vetted and have the appropriate skills and experience, but I can understand where personality plays a part. It's important to consider not only the job at hand but the wider team and office morale. Surely, hiring someone with slightly less experience but a better fit for the team, is better than hiring someone highly experienced who could potentially upset your whole workforce.
What do you think?
“Historically, assessing job seekers was contingent on two factors – experience and skills – but our new survey reveals that more intangible qualities, such as personality, are determining which candidates rise to the top,”
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