It is always good to bring in good candidates, but as hiring managers, we should also be able to set realistic expectations. There will never be the most ideal candidate to hire, and even if they are – they will most likely be the most expensive to hire.
There are many reasons why we did not shortlist candidates, but the labor market is getting tighter and there are some reasons why we should be more receptive to them
RETRENCHMENT
Retrenchment happens because there is redundancy of headcount, but it need not be linked to ability or work ethics. During recession, it is common that there are over supply of labour and companies must drastically cut cost by reducing their manpower. It does not mean that only the non-performing is let go. To have greater assurance, you could conduct a reference check with the previous employer.
EMPLOYMENT GAPS
It is common to ask questions when one takes on a long break before commencing the next employment. Just because a person took a long time to find a job, does not represent that the interviewee is not qualified. This is especially so when people are redefining priorities in life and are considering travelling plans with them as well.
EDUCATION QUALIFICATIONS
The move is now towards a knowledge-based economy and hiring is less emphasis on educational certificates. Skills can be taught, but what is more important is the person’s attitude and willingness to learn. You can still see people in management positions doing well despite not having a graduate from one of the prestigious university.
SHORT EMPLOYMENT HISTORY
It is still good to check with someone who have short employment history and to understand the validity of the reasons of leaving. Some people find it difficult to get a full-time role, so undertake different contracts in different companies. It is always good to ask before you conclude.