Seven easy questions that tell you if you should hire a candidate or not

Aug. 30, 2011 - PRLog -- A bad hire costs money and time and can be highly demotivating for all involved.

In my experience I recruited approx 350 candidates for my clients and hired 50 people for my teams.

Here are questions I ask myself to minimize this risk of a bad hire. And I hire only when all answers are positive:

1. Does he or she (as of now “he” to make it simple) fuffill 70% of the technical requirements? 70-80% is a good value for me to a) ensure the success of the candidate and b) keep him motivated
2. Does he fulfill 100% of the personal requirements?
3. How is my gut feeling?
4. Do I trust the candidate, would I buy something from him?
5. Do I want him to represent my company when I am not around?
6. Can I imagine coming into the office and see him interacting with my team? Does it look good to me?
7. Do I want to spend the day with this person?

CONCLUSION:

A bad decision is costly and can have an impact that throws you and your team back for months. As said in another posting, the gut feeling will make the difference. Yes is yes, no is no and maybe – is no…

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Jorg Stegemann has been working in professional recruitment for the past 10 years, has coached thousands of professionals from entry to C-level and found a new job for hundreds of candidates.

Jorg has his own blog on and publishes on JobThoughts.net | Career advice from a headhunter