Not Quite Qualified

You’ve found a job candidate who has some of the qualifications for the job. Should you take a chance and hire the person? Or should you keep looking?

It’s not an easy call, especially in a tight labor market. However, there are steps you can take to help you make the decision.

Determine Actual Requirements

Review the job description, this time with closer attention to detail. What tasks will the person perform on a regular basis? What responsibilities will the employee have?
Are the so-called requirements must-haves or are they nice-to-haves? If in doubt, check with the hiring manager.
Also, job descriptions can quickly become outdated. You may be referencing an inaccurate document that could cause you to pass on a great candidate. Again, check with the hiring manager.

Consider Skills and Experience

Once you’ve taken another look at the job description and had any questions answered, consider the candidate’s skills, experience, education, and credentials in this new light.
Determine where there are gaps. Then, make a judgment call as to whether the person will have difficulty performing the duties of the job, given his or her background.
Don’t dismiss the candidate simply because every box can’t be checked. At the same time, don’t overlook gaps that could hinder the candidate’s success.
For example, if a degree in accounting is a job requirement and the candidate is two courses away from her degree, which she is in the process of completing, she may be a good fit for the position. On the other hand, if a candidate served as a bookkeeper for a family business but lacks formal education and training, he may not be right for the job.

Assess Motivation

While the facts should weigh heavily in your decision, so too should motivation. Is the candidate someone who is slightly inexperienced but clearly going places? Does he or she exude enthusiasm and have a can-do attitude?
Does the candidate’s employment history speak to motivation? Has the person’s career thus far included a series of positions with increased levels of responsibility?
Has the candidate sought to further his or her career goals by pursuing additional education or training?
You’re looking for personality traits, as well as tangible evidence of motivation.

Don’t Overlook Other Experience

There may be nontraditional experience that leads you to believe the candidate will succeed in the position. Consider this experience carefully, as it may very well be relevant.
Volunteer work, which requires comparable skills, is one example. But life experience counts, too.
The single mother who raised two children and worked multiple jobs to put them through college, and has now gone back to school to finish her degree, is an example of a motivated individual with the ability to juggle multiple priorities.
There are many people who have succeeded at life, and in jobs that aren’t quite comparable—people who, if given a chance, may succeed at your company. Before you pass on these candidates, give them a closer look.

Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages.