What is a Good Candidate: 3 Important Criteria

The question of what is a good candidate for a job can be a subjective one. After all, what work are we talking about? In addition, there are opinions. From the employer’s point of view, what is a good candidate? From the perspective of a search consultant trying to help these employers fill their urgent, senior job vacancies, what is a good candidate?

Hope the answers of both groups are the same. Unfortunately, this is not always the case. When this happens, the recruitment and recruitment process will be tragedy. When there is a disconnect about what makes a person a good candidate for a job, then it is very likely that the right person will not be hired. (At least not the best job seeker.)

Ask your client what is a good candidate

To help eliminate the disconnect between professional recruiters or headhunters and their clients, they can ask the hiring manager a few simple questions. The first question is before you start searching:

“What is the ideal candidate for this position?”

The second question is after you start to search and show a few high-quality candidates that meet your goals:

“What makes a candidate very suitable for this job?”

The purpose of these questions is to ensure that you and your client are “on the same page” and there is no misinformation. However, because you are a recruiter and you should consult with their clients about the complexity of candidate suitability, you must have a clear understanding of what is a good candidate for a job.

To help us achieve this clear clarification, we will recruit award-winning recruitment and staffing industry experts and the expertise of Next Level Coaching President Greg Doersching. According to Greg, understanding what an ideal job candidate is is critical to the ultimate success of the placement process.

“For 25 years, I have been observing what we experience as recruiters every time we start putting candidates in front of customers-time for talking, coaxing, begging and persuading, all of which are to find the big prize called placement ,”He said. “If you just understand and define what a good candidate is, then all of this is unnecessary.”

According to Greg, the ideal candidate is not just someone who has all the necessary skills and experience that employers want. That’s because there are some formalities involved in actually hiring this person.

“To be a true candidate, that person must be willing to accept this offer,” Greg said. “This is the part that most recruiters just want to ignore. It ends up being the cause of too many sleepless nights. If you want to end those sleepless nights, enjoy more placements, and deposit more money in the bank, You need to redefine what is a good candidate.”

Determine what is a good candidate

According to Greg, there are three important criteria that make a person a good candidate for work:

They must have at least 85% of skills:

This is a simple way of thinking. List the six most important things the customer requires. The candidate you submit should excel in at least five of these areas.

Their money needs are within the employer’s salary range:

Ideally, their requirements will be exactly in line with the salary range your customers are willing to pay. Of course, we know that this does not always happen, especially when you are dealing with good candidates. With this in mind, you might expect your employer to have some “room for maneuver”, especially if this is a candidate-driven market.

Greg recommends using this as a guide: if your candidate wants high fees in excess of $5,000, then your employee wants more than your client might pay. This reduces the likelihood that the candidate will accept the offer.

The motivation of the candidate must be more than money:

When it comes to money, candidates must have an incentive to accept a major factor other than money. The reason behind this is simple. If money is the main motivation for employee, then they will accept the current employer’s counter-offer (if offered to them). In a candidate-driven market, counter-offers are more abundant. In some cases, they are actually expected.

What makes a great job candidate

Greg also suggested analyzing the last few clues of failure. Did the candidate withdraw in the final interview or rejected the proposal?

“If you honestly analyze what they are saying before submitting, I bet they do not meet at least one of these standards,” Greg said. “To be a true candidate, the person you intend to submit must meet all three criteria.”

You may be familiar with the book Good to Great by James Collins. In this book, Collins discusses why some companies have made the leap from excellence to excellence, while others have not. As far as this blog post goes, good candidates won’t really become great employees until they meet all of the above criteria.

According to Greg, if he tries to use these three criteria for each employee presented, he will see two things happen: “First, he will present fewer candidates, because finding candidates who meet these criteria is more difficult than simply finding people who have most of the skills required by the client,” he said. “The second thing he will see is that he will definitely make more locations!”

Recruitment Success: Key Factors and Strategies for Effective Hiring