6 Job Candidate Selection Criteria Most HR Managers Love to Use

By Mark Namaswa, “I have tried everything I know about applying for jobs,”writes one graduate. “But even when I’m called for interviews I’m afraid, I don’t get selected. What are these things employers look of when selecting candidates that I might be unaware of?” –Derrick, via email. To get around the other side of hiring managers in this fairly broad subject, we spoke to an MD and a HR manager.Here are some of their responses: “Even before we embark on looking for the most suitable candidate, we plan on whom we want to hire, and set down the specific requirements we would like them to meet,” says Farayi Ziswa, MD BTL Consulting. 1. Educational Background “In this case we begin with the basic requirements they must meet. If it is a managerial position, and we decide that the person must at least have a degree then we screen the applicants for the same. Those who fall below are often left out,” says Mr. Ziswa. 2. Working Experience According to Mr. Ziswa, experience too is another selection benchmark employers look into. “In most cases, for example if a candidate applies for a job that needs five or six years’ experience and happens to fall short of say, one, he could still be considered,” he says. “Likewise a candidate for an entry-level job who falls short of says, one-to-two months in a job that needed at least a year of experience can still be picked for an interview. The most important part here is that a candidate’s qualification should fit most if not all of the boxes for the job requirement.” 3. Personal Qualities “Employers are often trying to figure out who is the best fit for the job based on a candidate’s attitude, how he interacts and this can even be detected through a phone interview,” says Beatrice Chuchu, HR Manager, Outrival. “And when it comes to a one-one-one interview, you can be better placed to screen candidates based on their responses. For example you can tell from people who give one word responses that they are reserved and decide whether they are the right fit for the position or not.” 4. Age Factor “Most of the time, age is assumed to go hand-in-hand with experience,” says Ms. Chuchu. “Though you might find very young people heading organizations, there are certain roles which cannot be a very good fit for a young person for example, being a HR manager of a large company.” Mr. Ziswa also adds that employers also know that advanced age might work against an employee’s ability to master new concepts as well as his adaptability to new roles. “Take the role of a direct sales person, someone, say above 35 or 40 years of age will not be as good as another in his 20s.” 5. Basing on Referrals You must have known by now that jobseekers who are known to big-shot ‘connections’ get considered for jobs faster that the ordinary you and me who find their own way. Here’s why: “It happens across all job segments,” Mr. Ziswa discloses. “It would also be easier to pick a candidate who has been recommended by say, a CEO because he is a much easier source to trust and most companies would like to have a much shorter recruitment process. However, the candidate will still have to go through the interview to prove he’s able to deliver.” 6. Your Understanding of the Role “Before you apply for a job, understand the role, the requirements and the challenges that come with the job,” advises Ms. Chuchu. “Even if you ‘google’ for the job requirements and get all the answers right, ask yourself: is it a job I qualify for? Can I perform? And remember to apply from the perspective of the role, not from your own personal perspective.”