geek evaluation

As an officer in-charge of recruitment, finding the right person for a job requires more than a comprehensive resume. It also matters that you are able to interview an applicant not just on what is written in his resume but what he can do or contribute for your company.

Career objectives, scholastic records, academic achievements, skills, work history and character reference: these are the points in which you look for when searching for that right candidate. But how do you sort the good catch?

Finding the right candidate in this populated job market is to find someone who has a Vision. He should be able to envision himself as part of the company by helping it grow – by contributing what he knows and what he does best. Aside from his visions, he should possess a sense of Initiation. He should be the type of person who needs less supervision, thus he can manage his own time (Time Management) and tasks and deliver it in due time (Project Management). You might also want to look at how he deals with people. Check his resume if he’s part of any organizations. People involved socially are friendly people. They tend to be optimistic and can blend with different personalities. A person with social skills is not only an asset for your company, but they will also serve as an ice-breaker when work stress sets in. And lastly, of course, you need someone who is highly-skilled to perform the responsibilities the job entails. As this is the most crucial part of finding the right candidate, you must assess his employment history and previous work background.

Sometimes, I get fascinated that a person can be a writer and a graphic artist at the same time, or a skilled bookkeeper who knows how to troubleshoot a computer malfunction. So when interviewing an applicant, I always ask if he has other skills not written in his resume – this way I get insights about his personality.