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This recruitment took place when I was in corporate HR.
A hiring manager, Z, was looking for her first team member. The team was in an engineering support function.
Z and I narrowed to 2 candidates, J and K. Both were required to complete a mini-test comprised of case studies set by Z.Ā
J was a very experienced candidate. He aced the interview and completed the test ahead of time.
K could not answer all questions in confidence. He completed the mini-test with the requested extended time. He was trying his very best throughout. He passed the test with a gap from J.
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Based on the performance during the interview and test, J was the clear winner.
Z studied the answer sheets and reviewed the interviews.Ā K, who did not win in scores, was selected for the role.
I was puzzled and asked Z why K was selected instead. She explained that she could see K's efforts. K was not as experienced as J, but Z saw her potential and positive attitude.Ā She felt that K was a better fit for her team then.
Today, K is still with the organization with the same team. K has risen to a mentor and works well with the project team.
ššØš¢š§ššš«š¬:
š”Hiring managers need to find a balance and identify the required skill sets within the team
š”Experienced candidates outgrow the role faster while potential candidates have a longer runway
š”Don't underestimate the value of transferrable skills from other industries.
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1ļøā£In your experience, how do you weigh potential versus experience when hiring?
2ļøā£What signs do you look for during the interview process that indicate a candidate's potential for growth?
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