Assessing job applicants and choosing the right one for your business isn’t easy. Asking all the right questions that revolve around work-related tasks is vital to qualifying applicants. Many applicants do not have a perfect background: they are either perfect matches or bad hires.

To grasp a deeper understanding of an applicant’s capabilities, take time to think about certain oddities, unusual career choices, etc. Also try to evaluate if the potential new candidate has any side businesses which could impact on their performance if hired.

Here are some tips to assess applicants with a few resume and work-related oddities.

The Job Hoppers

Changing jobs is usually seen as a bad move, and the job hopper is a reputation that should be avoided. Even though the time of career-long unions with a single employer are long gone, applicants still worry about having multiple jobs in a short period of time, and many employers still frown upon frequent moves. As a business owner, you’ll need to distinguish between those who run after challenges, and those who pointlessly move around from one job to the next.

Ask this in an interview: Can you tell me why you wanted to work for companies X, Y, and Z? What did you learn the most while at companies X, Y, and Z?

Keep those who have been recruited for their unique talents, or who moved to another job to take advantage of an opportunity for growth. Consider those who contributed most to their employers. Consider conditions such as relocations and restructuring that led to a greater career move. Furthermore, take note that changing jobs every seven years can build flexibility in new work environments.

Stay away from those who seem to be hired by one bad company after another. Even the best applicants make bad decisions in employers, but they learn from their past so that job hopping isn’t an endless habit. Bad applicants can’t seem to get their stuff together on what company, job, and work environment suits them best.

The Business Owner

There’s always a concern that owning and operating a business, in addition to holding down a 9-5, may pull the applicant away from the employer’s needs. Being careful is necessary, but having a side income shouldn’t be a reason not to hire a perfect candidate or make a job-seeker hide their passion from a potential employer.

Ask this in an interview: What made you start your own business? What have you learned from operating your own business? What skills do you think will be most useful in the position you are applying for?

Take in those who wanted to expand their capabilities and gain experience in areas that will help your company, and found and serviced a market need successfully. But even those who don’t have the experience may have realized a deeper understanding for the pursuit of success while managing customer and employee needs. And, think that a few may have stepped out of the traditional workforce to meet a personal goal, such as relocating a spouse or staying in one area until all their children graduated from high school.

Stay away from those who run businesses that demand a 24/7 presence, and a history of no management support, such as a high-traffic retailer. And, if you are looking to fill a position that requires relentless travel and overtime, think about the impact the employee’s business could have on managing work and other business activities.

Mr. & Mrs. Personality

Incorporating personality and interests into an applicant’s marketing materials might signal that they won’t be able to handle the business at hand. But it’s just as likely that the applicant is able to manage stress and mingle with a wide range of people as a result of outside interests.

Ask this in an interview: How has your contribution in _________ (personal hobby) helped you to make better workplace decisions? Where do you draw the line between personal and professional actions? How did you manage your time?

Keep those who have a strong history of accomplishments in all environments. They are able to leverage their talent, interpersonal skills, and overall personality to achieve their goals.

Stay away from those with few or no accomplishments. It’s possible that their personal life will matter more than their work-related activities.

Oddities or not, applicants who make valuable decisions will show how they’ve applied their professional capabilities, personal qualities, and strengths to deliver results. Ask insightful questions; let the applicant reveal who they are, how they make decisions, what makes them move, and how they’ve overcome obstacles.

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Category: Business/Human Resources
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