Hiring Good Candidates: Attitude or Resume?

There’s often a tough decision when it comes to hiring good candidates: whether to hire someone with a great attitude or someone with an impressive resume. A resume is usually the first thing recruiters and hiring managers look at, showing how crucial it is. However, having a strong resume doesn’t guarantee a perfect fit for the job, and a weaker one doesn’t mean the candidate isn’t right for the role.

So, how do you decide whom to choose?

When faced with the decision of whether to prioritise a candidate’s attitude or their resume, it’s essential to take a comprehensive approach that considers various aspects of their suitability for the role and the company culture.

Initial Screening:

• Review resumes to identify candidates with required qualifications and experience.
• Assess technical skills, education, and relevant work experience.
• Check their social media to see how they project themselves and assess their digital presence.

Assessment:

• Conduct interviews to evaluate attitude, demeanour, and interpersonal skills.
• Look for qualities such as enthusiasm, adaptability, communication skills, and problem-solving abilities, or other skills that can work well with the team and company culture.

Balance:

• Consider both qualifications and attitude to make a well-rounded hiring decision.
• Recognize that a strong resume indicates technical proficiency, while attitude and cultural fit contribute to long-term success.

Interview Questions:

• Ask situational and behavioural questions to assess problem-solving abilities and teamwork skills.
• Tailor questions to explore how candidates handle challenges and collaborate with others.

Reference Checks:

• Contact references to gain insights into a candidate’s past performance, attitude, and work ethic.
• Verify candidate’s compatibility with organisational values and team dynamics.

Decision Making in Hiring Good Candidates:

• Evaluate all aspects of the candidate’s profile, including resume, interview performance, and reference feedback.
• Choose the candidate who meets technical requirements and demonstrates a positive attitude, enthusiasm, and cultural alignment.

After going through these processes, you will gain a thorough understanding of whether the candidate is well-suited for the role and if they align with the company culture. A resume, although informative, can sometimes be misleading or exaggerated. However, a candidate’s attitude—how they approach challenges, interact with others, and embody the company’s values—is a more genuine indicator of their potential success within the organisation. 

Final words

Assessing these factors helps ensure that the chosen candidate not only possesses the necessary qualifications but also brings the right mindset and demeanour to contribute positively to the team and company environment. By evaluating both tangible qualifications and intangible qualities like attitude and cultural fit, you ensure that the chosen candidate not only meets the technical requirements of the role but also brings a positive mindset and alignment with the company’s culture. This approach enhances the likelihood of a successful hire who will thrive in the role and contribute effectively to the team and organisational goals.