Competent
This is still the most important factor when considering a hire. Does the potential employee have the necessary skills, experiences, and education to successfully perform the tasks required by the job? Ensure that the potential employee has the necessary skills to avoid job misfits.
Capable
According to Alan Hall, “being capable means the employee has potential for growth and the ability and willingness to take on more responsibility.” Ask yourself this – will this person complete not only the easy tasks but will he or she also find ways to deliver on the functions that require more effort and creativity? This can be assessed during job interview and examination.
Compatible
It’s also critical to consider your new hire’s willingness and ability to be harmonious with the people at the workplace. Can this person get along well with colleagues? Can he or she get along with existing and potential clients and partners? Failing this factor may affect not only the job applicant but also the team dynamics.
Commitment
Take a look at your candidate’s resume. A history of previous jobs and time spent at each provides you with clear insights on the matter. Is the candidate serious about working for the long term? Or is he or she just passing through, always looking for something better? Aside from checking the resume, it’s also best to ask job interview questions related to this.
Character
Does the person have values aligned with yours or your company’s? Are they honest? Are they above reproach? Are they selfless and team players? Formulate questions that would subtly uncover the person’s values to check whether they are aligned with your company’s values.
Culture
Every business has a culture or a way that people behave and interact with each other. Values, expectations, policies, and procedures make up a culture that influences the behavior of your company’s leaders and employees. Workers who don’t reflect a company’s culture tend to be disruptive and difficult.
Compensation
As the employer, be sure the person hired agrees to a market-based compensation package and is satisfied with what is offered. If not, an employee may feel unappreciated and thereby underperform.
Churning out the best talent from the unending piles of resumes and filtering out the best ones to meet cultural fit with prerequisite skillsets to meet job demands is a crucial decision by hiring managers. Therefore a certain strategy that suits business constraints and implications of the 7 C’s above in a business context, could help ease your hiring worries and get you closer to finding the best talent that exactly meets your business requirements.
