Introduction

The quest to find the “perfect” candidate is a perennial one.

However, this notion of a perfect fit can oftentimes turn out to be a misleading pursuit. Instead of focusing on finding a candidate who ticks every box, organizations are better off prioritizing key parameters that are essential for the role being hired for, and building a hiring strategy around such clearly defined parameters.

Key Parameters

In most cases, when evaluating candidates for critical roles, the following parameters come into play:

• Technical Skills: These are the specific skills and knowledge required to perform the job effectively. For example, a software engineer would need strong programming skills, while a marketing manager would require expertise in digital marketing.
• Soft Skills: These are interpersonal and communication skills that are essential for success in any role. Examples include problem-solving, adaptability, teamwork, and leadership.
• Cultural Fit: This refers to how well a candidate aligns with the organization’s values, culture, ways of working and work environment. A strong cultural fit can contribute to employee satisfaction, engagement, and retention.
• Experience: While experience can be valuable, it is important to consider the relevance and quality of the experience. For example, a candidate with extensive experience in a similar role is obviously a strong fit, but a candidate with less experience but a strong track record of success could also be a valuable asset for certain roles.
• Potential for Growth: Consider the candidate’s potential for growth and development within the organization. This could include their ability to learn new skills, take on additional responsibilities, and contribute to the company’s long-term success.
• Educational Qualifications: The required educational qualifications will vary depending on the role. However, it is important to consider whether a specific degree or certification is actually essential for the job or simply a good-to-have.
• Candidate’s Expected CTC: Understanding the candidate’s salary expectations is crucial to ensure that they align with the organization’s budget and compensation structure.

Prioritizing Parameters

This stage is where organizations often lose focus.

Once the key parameters have been defined, it can be a very useful exercise to now call out the relative importance of each parameter for every critical role being hired for. For example:

• CTO: Technical skills, such as programming languages and software development methodologies, are essential for this role. However, though soft skills like leadership and communication are important, they may not be as important as technical skills. For this role, especially in tech companies, compensation perhaps should not be a top parameter so long as the candidate is fitting the other requirements well.
• Product Manager: A strong understanding of the product development process, market research, and customer needs is essential. However, soft skills like communication and collaboration/teamwork are also important for leading product teams and driving successful launches. A decision on how to prioritize these can only be taken at an organization level by factoring in on-ground factors.
• Sales Executive: Strong communication and interpersonal skills take center stage for building relationships with clients and closing deals. Experience in the industry and a proven track record of sales success are also important factors to consider. However educational qualification perhaps should be lower on the list.

The idea here is to rank the parameters (and sub parameters) so that the hiring team is clear on which parameters matter more than others.

Defining Mandatory Fitment Criteria

It is now crucial to define the mandatory fitment criteria for each key role. These are the parameters that a candidate must possess to be considered for the position.

For example, a software engineer might need to have a minimum of five years of experience in a specific programming language. Or, a head of sales must have a demonstrable track record of generating top line sales in a similar industry in their recent past.

It is important to understand that all parameters and sub parameters cannot have equal importance or the same rank in a priority order. Defining this order is the whole point of this exercise in the first place.

So, if a candidate is fully matching the mandatory fitment criteria and is a reasonably satisfactory match for the low priority parameters, then that candidate should be strongly considered. 

Conclusion

While the pursuit of a 100% fit candidate may be tempting, it’s often unrealistic. By focusing on key parameters and defining mandatory fitment criteria, organizations can develop a more effective hiring strategy that leads to the recruitment of highly qualified and successful employees. Remember, a deliberate hiring approach can help you find the right people for your organization, even if they don’t meet every single requirement.