Devan Moonsamy 

The recruitment of staff for replacement of outgoing staff or new staff members for a new team can be stressful. From having to have a job advert being created, specifying the requirements to then, reviewing the applicant’s credentials, it can all bring about chaos if the process is not done correctly. A job opening does not just see a small number of entries. There are scores of people that set out to apply for the position in a bid to make sure they are the selected candidate for the interview process.

As Human Resources the stress of determining which candidate meets the job requirements has to be determined by the job description. There are often specific guidelines on what the job entails and what the potential candidate would need to do to be found capable of the role. This might help narrow the search for the suitable applicant. 

But what is it that helps determine who is the best person for a job? 

In a resume people applying for a position might make up or fabricate job experiences. There could have been interning at a relative’s company as a cashier, but on their resume, it would say they worked as the head of the department at that company. This might mislead potential employers on the capability of the person. On paper a candidate might seem golden, but in reality they may fall short when they need to meet the requirements of the job that they have applied for. 

What can be done to determine the best person for the job

  • Ensure that the job post is clear and detailed about the job requirements. This means ensuring that the number of years of experience a candidate has must meet the needs of the role being advertised. The academic qualifications as well as the minimum requirements must also be captured accurately to make room for candidates who have the academic needs. There will be cases of people applying for the position who have only the qualification requirements or just the experience. It is up to you as the receiver of those applications to sift out which of these candidates are most like the ones to live up to the needs of the job by conducting a thorough interview. 
  • When the interview process is being conducted, ensure that each candidate is being interviewed based on their application. Look at their resume before getting into the interview this way as an interviewer you would have knowledge on their capabilities based on what the applicant listed in their resume. This step is not designed to bait a potential candidate but rather to demonstrate the research that has been done by you around the applicant’s background. 
  • An initial interview might not do justice to a potential candidate’s capabilities to fulfil a job. Conducting a follow up or a second interview following the initial interview might be the answer to narrow the list of people in the front line for the position. Having the potential candidates come back for a second interview can give you a different view of their skills. A lot of people cave at the idea of an interview. The pressure and anxiety can result in a candidate not demonstrating their best qualities. Having a follow up might be the much-needed second chance to wow you. 
  • Keep an eye out for candidates who are passionate. There will be candidates that ooze enthusiasm and passion about the job they are applying for. Generally, someone coming in for an interview should have a positive attitude and have brief knowledge of the role being advertised. Ask the candidate why they would like to work with your organisation? The answer can give reveal the candidates frame of mind and it will show you if this candidate is passionate about your brand. Someone who desires being recognised and standing out from the rest will have knowledge on your company and show that they are motivated. Passion is important in setting a candidate out from the rest. This will demonstrate their positivity to be part of your organisation and their determination to want to work with a company that aligns with their beliefs.

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

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