𝐓𝐡𝐞 𝐒𝐭𝐨𝐫𝐲
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.
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.
𝐓𝐡𝐞 𝐎𝐮𝐭𝐜𝐨𝐦𝐞
Based on the performance during the interview and test, J was the clear winner.
Z studied the answer sheets and reviewed the interviews. 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. 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.
𝐏𝐨𝐢𝐧𝐭𝐞𝐫𝐬:
💡Hiring managers need to find a balance and identify the required skill sets within the team
💡Experienced candidates outgrow the role faster while potential candidates have a longer runway
💡Don't underestimate the value of transferrable skills from other industries.
𝑸𝒖𝒆𝒔𝒕𝒊𝒐𝒏𝒔
1️⃣In your experience, how do you weigh potential versus experience when hiring?
2️⃣What signs do you look for during the interview process that indicate a candidate's potential for growth?
image credit: smartexe
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