It is easy to establish from a CV whether an individual has the necessary skills and qualifications to carry out the job but it is important to establish whether the candidate has the right personality to be successful in the job.
Personally I like to see evidence of a track record. With sales people the best measure is performance against peer Group. Personality will help but just being a good interviewee is not, in my opinion, enough.
This is a major benefit in hiring Head hunted candidates. In the current market many candidates are accepting jobs that may not be the perfect match for them. They are taking them out of necessity with a view to moving on when the market improves. Head hunted candidates, however, don’t have to take any role and will, therefore, only move to a job because they want to do so.
They will move for a challenge or for promotion. In my experience, money is a hygiene factor. They will not move unless the money is right, but they won’t move just for the money. Candidates who move for the right reasons and who will love the job, will put everything into it and are likely to perform best.
Probably the most important aspect of hiring an individual is whether their personality fits the culture of the company and they will fit in and work well with fellow employees. The best candidate is usually a head hunted candidate but sometimes you can be lucky. If there are any doubts you can always…
This will only work with out of work candidates who are immediately available but can help prevent a company from making the wrong hiring decision.
Hiring temporary employees or employing individuals on a fixed term contract is becoming a method small and medium businesses use to "test-drive" potential permanent employees. Temporary hiring can offer a great situation for the candidate and your company, and often can lead to a high quality permanent hire.
It is a chance for both the employee and the employer to see if they are able to work together.