Hire Appeal

Posted on 11. Apr, 2005 posted by Bill in Employment News

After reading a hundred resumes and interviewing dozens of applicants, Adam has narrowed it down to three or four people, all of whom have excellent experience and background for the job he’s seeking to fill. Which one should he hire? Managers face this dilemma with each job opening and they frequently make this important decision on the personal characteristics that make one person stand out from all the others. People with “hire appeal” are more likely to win out than those who lack this intangible trait.

Experience has shown that unless these hire-appeal characteristics are superficial or contrived, they are indicative of excellent potential. The factors that make a positive impression in the hiring process are often the same traits that will make the candidate successful on the job. They are the human factors that enable people to work well with their co-workers and others within or outside the organization.

Appearance

Our initial reaction to people is usually based on appearance. A person whose physical characteristics, dress, and presence are pleasant, neat and attractive starts off on the right foot in most interpersonal relationships. This does not mean that you should judge the book solely by its cover, or that preference should be given to handsome men and beautiful women. Neatness, a pleasant countenance, and good taste in dress and grooming are important, but overemphasis on appearance can result in a halo effect, where it becomes difficult to objectively evaluate a candidate.

Self-Confidence

When Frank was interviewed he exuded self-confidence. He was not afraid to talk about his failures, and unlike people who try to impress interviewers by bragging about their accomplishments, he was matter-of-fact about his successes. He projected an image of being totally secure in his feelings about his capabilities. It is likely that Frank will manifest this self- confidence on the job, enabling him to adapt readily to the new situation.

Fluency of Expression

Laura was able to discuss her background easily and fluently. She did not hesitate or grasp for words. When the interviewer probed for details, she was ready with statistics, examples and specific applications. Not only does this indicate her expertise, but her ability to communicate – an essential ingredient in most jobs.

However, there are some glib people who can talk a great job but have only cursory experience or knowledge of it. They learn to use the jargon of the field. To determine if an applicant is a talker but not a doer, interviewers ask depth questions and probe for specific examples of their work. Glib phonies cannot come up with meaningful answers.

Alertness

Diane sparkled at the interview. She reacted to questions and comments with lively facial expressions and gestures. It was obvious that she was on her toes. Alert, sparkling applicants are usually dynamic and exciting people who give 100 percent to their jobs.

Maturity

Maturity cannot be measured by the chronological age of a person. Young people can be very mature, while older people may still manifest childlike emotions. Mature applicants are not hostile or defensive. They do not interpret questions as barbs by a “prosecutor out to catch them.” They do not show self-pity or have excuses for all of their past failures or inadequacies. They can discuss their weaknesses as readily as their strengths.

Sense of Humor

Evan was a sourpuss. At no time during the interview did he smile or relax. Even when the interviewer tried to lighten up the meeting with a humorous comment, he barely reacted. This may be due to nervousness, but more likely Evan is one of those very serious people who never look at the lighter side of things. They are difficult to supervise and impossible to work with in a team. It is easier and much more fun to work with a person who has a sense of humor.

On the other hand, applicants who are too frivolous, who tell inappropriate jokes, laugh raucously or act inconsistently with the situation may be immature.

Intelligence

Although some aspects of intelligence may be measured by tests, an interview can reveal a great deal about a person’s type of intelligence. If the job calls for rapid reaction to situations as they develop (e.g. sales), a person who responds to questions rapidly and sensibly has the kind of intelligence needed for the job. However, if the job calls for pondering over a question before coming up with an answer (e.g. research engineer), a slow, well-thought-out response may be more indicative of the proper type of intelligence.

Warmth

This very important intangible asset is a major ingredient of hire appeal. It is difficult to describe but easily recognized. The warm person reacts to you, is empathetic and shows real concern about the matters discussed. This person will talk freely about interpersonal relations. He or she is comfortable at the interview and makes you feel comfortable. An individual with this type of personality is at ease in any environment and will fit into the department rapidly and naturally. They are likeable people, easy to live and work with.

Sensitivity to Feedback

The applicant who understands what you are projecting not only in your questions and comments, but with your body language, will probably do the same on the job. This is an invaluable asset in the workplace. It’s indicative of people who are easy to train. They readily accept and implement instruction and criticism, and work well with their peers.

Naturalness

A person who is natural and relaxed probably is a well-integrated person. However, interviewers should not automatically negate a nervous applicant. To reach such a person and determine what latent characteristics may exist beneath his or her uneasiness calls for skill, patience and determination. Their nervousness may be masking their real selves.

EmploymentDigest.net

Hire Appeal

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