Evaluating a Candidate’s Work History: How To Hire A Top Performer

Hiring a top performer takes more than evaluating a candidate’s work history. Knowing what they’ve done in the past is helpful, but by focusing on what they can achieve in the future can go a long way to helping you find your next great employee.

When you hire for more than a candidate’s current abilities your company benefits by getting a dynamic return on its investment.

Hire a Top Performer by Keeping Growth in Mind

When you hire a candidate, keep your eyes toward the future. When you offer training and support so an employee can move up through the company, everyone wins. Over time, they assume more challenging roles with greater deliverables. And you’ve not only helped someone to realize their potential, you’ve invested in an employee who is equally committed to your company.

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When considering new hires, look for candidates who show a keen interest in learning about your company and your industry, not just the day-to-day duties of the job you’re working to fill.

Hire From Outside Your Industry

In an ideal world, candidates would have the perfect combination of natural talent and industry experience. Thankfully, we don’t need to live in a perfect world to find the perfect candidate. Success in the agriculture industry requires industry knowledge, but that knowledge can be learned. And that’s great news when you need to hire a top performer. A candidate with a strong sales background outside the agriculture industry is not someone to put in the do-not-call pile. This is an ideal example of how with a little on-the-job training, you can add an industry-leading salesperson to your team.

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Check resumes for examples of skills that apply to your industry rather than focusing solely on in-industry experience.

Evaluating a Candidate’s Work History for Adaptability

Regardless of industry, top performers are those candidates who are highly adaptable. Good business is all about building relationships. And to build good relationships you need candidates capable of adjusting easily to new environments or situations. The best candidates will likely have a wide range of interests or hobbies outside of their job.

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Look for applicants who enjoy traveling to new places, exploring new restaurants or learning new skills.

While a candidate’s work history is important, it’s not the only thing that matters. A candidate who is committed to learning your business can prove more valuable – and generate a higher return on investment – than someone who “looks good on paper.”

Hiring top performers might feel overwhelming, but it doesn’t have to be. If you’re in need of new full-time employees, or if your current project has grown beyond its initial parameters, reach out to the leaders in agricultural staffing at Morris Bixby. Their expertise means you’ll get top performers today who will grow into the industry leaders of tomorrow.

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