The 2 Most Important Things You Need to Understand About the Candidate Mindset
The cognitive, emotional and social intelligence needed to be able to properly evaluate each prospect is what determines the quality of a hire. To recruit at the highest levels, employers and recruiters must understand the mindset on each side of the hiring table. And when the right candidate is engaged, bringing those mindsets together is what creates winning results.
On the candidate’s side of the table, there are two important things that every recruiter and employer should understand. Generally, human beings are negotiating between these two things: the external perception that they’re trying to create of themselves (what they do, external facade), and what’s really going on inside (who they are, inner dialogue).
Anyone looking to make a career move must self-manage a range of emotions that could affect how they interview — excitement, curiosity, desperation, anxiety, etc. The candidate has very real human needs and because of this, he or she might create an external perception that may or may not be consistent with who they really are. Too often, candidates are operating from a scarcity mindset (which increases with length of the job search) and might prioritize or communicate the wrong things. Because they’re not managing their inner dialogue, they end up creating a scarcity mindset which they then try to overcompensate for through perception management.
My advice to candidates — get rid of that stuff all together so you don’t even have to manage it and so that the truth of your inner strength shines through.
The best thing a candidate can do to land the perfect role for them is to define their own values and personal mission, and then strive to reach a strong core values match with an employer. When they can find that core fit, they’re able to do three things: make themselves better, make the team better, and make the company better. This is how they can create the most value for themselves and for the world.
The same goes for employers. When they have defined organizational values and purpose, and when a Core Fit Selection™ process is implemented to assess candidates for both their competencies and their core values, the best hires happen.
Candidates with integrity are those whose core values are in line with the external perception they create for themselves. Hire for authenticity, integrity, and humility to secure colleagues who are fully committed to the achievement of your company’s purpose. This alignment can help take your mission beyond just achievement to even greater heights.
For more on executive leadership and recruiting, check out DaveCarvajal.com