RYAN, MILLER and ASSOCIATES – CANDIDATE EVALUATION PROCESS
At RMA, we believe that evaluating a job candidate can be divided into four fundamental areas (People Relationships, Diligence, Job Quality, and Job Satisfaction). It is our intent on every search to explore each of these areas as thoroughly as possible, using the methods described, to identify each candidate’s hiring risks for our client.
1. PEOPLE RELATIONSHIPS – How effectively does the candidate deal with people?
A. People Relationships to Consider
(1) Relationships with directors/shareholders, executive management, and immediate boss
(2) Relationships with peers and colleagues
(3) Relationships with direct reports and other subordinates
(4) Relationships with those outside the company (clients, vendors, auditors, consultants, etc)
B. People Relationship Evaluation Questions
(1) How much credibility will the candidate have with those inside/outside the Company?
(2) How does the candidate’s overall personality mesh with those he/she interacts with?
(3) How effectively and persuasively does the candidate communicate his/her points?
(4) How empathetic/considerate is the candidate? Does the candidate “read” people well?
(5) How strongly will the candidate stand his/her ground when challenged?
(6) Is the candidate a good leader? How well does he/she motivate, mentor and groom others?
(7) How effectively does the candidate co-operate as a team member?
2. JOB DILIGENCE – How responsible, responsive and reliable is the candidate?
A. Job Diligence Factors to Consider
(1) Dedication in terms of attendance, hours worked, and availability for job emergencies
(2) Promptness in meeting deadlines, following up, returning phone calls, etc.
(3) Commitment to seeing assignments, tasks, and projects through to completion
(4) Commitment to integrity in work product and personal conduct
B. Job Diligence Evaluation Questions
(1) What hours does the candidate normally work? Any personal life conflicts with job hours?
(2) How prompt is the candidate to appointments? How quickly does he/she follow up?
(3) How well does the candidate arrange his/her schedule for emergencies?
(4) What typical kind of deadline stresses has the candidate been used to?
(5) How many and what type of projects is candidate responsible for completing?
(6) What sort of business/personal standards does the candidate have?
3. JOB QUALITY –Is the candidate a star quality performer or merely average?
A. Job Quality Factors to Consider
(1) Ability to figure out which details are essential and make sure they are attended to
(2) Ability to analyze problems from a big picture perspective and prioritize accordingly
(3) Pro-activeness in seizing upon opportunities and solving issues before they become problems
(4) Motivation/drive to improve, succeed, win out against the competition and put it into action
(5) Creativity, flexibility, intellect to solve problems
(6) Ability to handle wide scope of responsibility for people and projects and “juggle” well
(7) Good judgment in what people and data to trust and how to take calculated risks
B. Job Performance Evaluation Questions
(1) How much increasing responsibility/authority has candidate gained in his/her career?
(2) How versed is candidate in both details/big picture of his/her current and past employers?
(3) Examples of candidate seizing upon new opportunities and/or solving would-be problems
(4) Examples of where candidate has “beat the competition to the punch”
(5) What accomplishments is candidate proudest of? How recent were they?
(6) What were candidate’s best decisions and why? What were the worst and why?
(7) What does the candidate consider a “job well done”?
4. JOB SATISFACTION – How long will the candidate be satisfied with the job/company?
A Job Satisfaction Factors to Consider
(1) Candidate’s commuting time as well as overtime and travel demands of the job
(2) Current and future compensation/ benefits/equity available
(3) Scope of responsibility and challenges of the job
(4) Future advancement/growth opportunities
(5) Candidate’s likely satisfaction with various people he/she will interact with
B. Job Satisfaction Evaluation Questions
(1) What type of hours, travel or commuting will be “too much” for the candidate?
(2) What are the candidate’s minimum compensation needs? His/her desires?
(3) What type of compensation (salary, benefits, bonus, and options) is most important?
(4) Where does the candidate expect his/her career to progress to in next 5 years?
(5) What type of working environment is candidate looking for?
(6) What factors have caused the candidate to leave past jobs (which would foretell?
Similar reasons for leaving future jobs)?