When you open a job posting, you understandably have high hopes for the kind of person that's going to fill it. In fact, your hopes might be too high given the place that your business might be at. You don't want to set your standards to a point where you're turning away people who would have been perfect fits for the role. To that end, getting used to having a more open mind while you go about your screening process and interviews can help you to look at each and every candidate with the same sense of possibility.
The stage of looking through the various applications might be the stage where you're most inclined to dismiss various possible candidates due to small details. This makes sense when you consider that these details are all that you have to go on and that you're going to use these to whittle the ultimate list down to a handful who you're actually going to consider hiring.
However, being too dismissive outright might lead you to avoid more qualitative details that can hold the key for who would actually be best for the job. You have certain things that you're looking for, like experience and qualifications, but why ask for a cover letter if you're not going to read it? That's the chance for the applicant to impress upon you their own understanding of why they'd be perfect for the job, and it could persuade you.
It's easy for both employer and employee to fall into a pattern of thinking of a job as only offering the employee something. The employer, in theory, holds all of the power – they offer the salary that the employee needs to live, and that can create a dynamic in which an employee feels as though they have nothing to offer.
While that's clearly not true, demonstrated by the fact that you're hiring someone in the first place, you might even think of taking it even further. The right employee, with the right knowledge, might even be able to improve your business with that knowledge. Bringing in experts in security can help guide you towards new solutions, give insight into MDR meaning and solutions, and work with you to implement such changes.
The interview is, in some ways, an extension of that. It's a chance to get to know someone as an actual person rather than just a set of information on a document. It can be a very nerve-racking process for the interviewee, as it feels as though they're being coldly weighed up in an unfamiliar environment, but it's important to remember that they're making their own judgements about your business and whether they want to work with you. Being too stern at this stage or creating a hostile atmosphere as a part of the interview might not have the desired effect and could only confirm their suspicions that they'd rather work elsewhere.
Get all latest content delivered to your email a few times a month.
Resources:
