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Staffing Marries Individuals To Positions; A Careful, Discipline Process Required

Hiring managers need to honor the requirements of the position and the company, and avoid making exceptions for a particular candidate. 

This and other insights are offered by an expert who argues employers must be disciplined about their sourcing and selection process.

So advises Ginny Clarke, founder of Talent Optimization Partners, LLC and author of Career Mapping: Charting Your Course in the New World of Work (Morgan James Publishing, 2011).

“Selection of talent is an art and a science that few master,” Clarke says, but here is a start.

When reviewing résumés or conducting interviews, she says, this is what to look for:

  • Basics of spelling and grammar and clarity in writing and formatting, as this shows the level of attention to detail the candidate possesses
  • Relevant industry and functional experience consistent with the requirements on the company’s position description
  • Adequate tenure in roles or with employers and no unexplainable “job-hopping,” as this can signify potential problems in the candidate’s performance
  • Upward trajectory; too many lateral moves can be a red flag
  • Capacity for leadership, adaptability, loyalty (whatever is important to the particular role)
  • An ability to articulate aspirations and motives for wanting the particular role at the company rather than just wanting any job anywhere
  • Variety or uniqueness that will add diversity to the existing team, in addition to required competencies for the role

Clarke believes it is important to build a slate of candidates who can be rated comparatively, facilitating selection of the most-qualified and best-fitting candidate for the open position.

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