5 Foolproof Ways to Predict the Future Success of a Job Candidate

Hiring a new employee can feel like a gamble. A candidate could interview well and have an excellent track record at other companies, but that doesn't guarantee they'll be a good fit at yours. Most traditional metrics of determining if candidates will succeed at a company can be misleading.

Work experience and education are helpful resources but don't always translate into results. Similarly, someone can be a perfect fit for one position but a poor candidate in a different work environment. Determining a candidate's future success isn't always as certain as some may hope, but it's still possible.

Traditional metrics may fall short, but that doesn't mean you can't accurately predict success. Here are five ways you can determine whether a candidate will succeed in a position or not.

Someone who can adapt and ask questions will go further than someone with higher technical ability but less flexibility.

1. Assess Candidate Self-Awareness

Some candidates may exaggerate their positive qualities and downplay shortcomings, even subconsciously. While you want a worker with confidence, a lack of self-awareness is a telltale sign they won't go far in the company. If someone isn't aware of where they fall short, they likely won't take criticism well and may be uncooperative.

As little as 10% to 15% of people^[1] are fully self-aware, despite many people thinking they are. Thankfully, self-awareness may be easier to gauge than it initially appears. One straightforward way to assess it is to compare what candidates say they're experts in to their experience.

If someone claims to be an expert in everything or skilled in a field they have no experience in, they likely lack self-awareness. Another way to gauge this is to ask candidates about any poor work experiences they've had. A self-aware candidate will accept some level of responsibility, while a non-self-aware person will often blame others.

2. Test Candidate Skills

Past work experience can help a candidate, but the skills they've developed are more crucial. Just because someone comes from a different industry doesn't mean they won't be a good fit. It's often easier for^[2] skilled trade workers to learn new things on the job than at a college, so talented employees can come from anywhere.

Asking candidates what their relevant skills are isn't an accurate way to measure their potential. Instead, have them demonstrate their abilities through example work scenarios or tests. Simulated work experiences will prove their capacity for the job and give candidates from unexpected backgrounds a chance to show their skills.

3. Factor in Soft Skills

While you're assessing a candidate's relevant abilities, don't forget about soft skills like communication and adaptability. These sorts of talents don't always show up on a resume, but they're often more accurate indicators of success than hard skills. Someone who can adapt and ask questions will go further than someone with higher technical ability but less flexibility.

Psychological or emotional skill assessments will help you understand candidates' relevant soft skills. You can also learn a lot by watching them perform in different environments, like various interviews or tests.

4. Look at Your Current Top Performers

One of the best ways to determine a candidate's future success is to create a profile based on your current employees. Look for your top performers and see what they have in common. You can start to craft a profile of someone with a high potential for success based on these similarities.

Remember not to rely too heavily on looking for similar people to your top performers. You want candidates who demonstrate a comparable psychometric profile, but you should also look for new backgrounds and ideas.

Numerous studies have shown that diversity improves business performance^[3] in virtually every metric.

5. Use the Core Values Index

One of the most helpful tools in predicting a candidate's success is the Core Values Index (CVI). The CVI asks candidates to select statements and ideas they feel best describe and matter to them. This creates a surprisingly accurate psychometric profile you can use to evaluate how they'd fit in your work environment.

Unlike some other job or career-related self-assessments, the CVI doesn't present options where one answer is inherently or obviously preferable over the other. It doesn't evaluate if someone is a good or bad employee but instead describes what kind of attitudes and abilities they bring to the job.

Different workspaces require different types of employees, so the CVI helps you find the best fit for your unique needs. You can see a breakdown of how a candidate acts within a work environment and decide if that is suitable for the role.

Take the Guesswork Out of Candidate Assessment

With today's tools and data, hiring doesn't have to be a risk. Use these five methods instead of old, unreliable metrics to discover who's a good fit for your company. You'll generate a more positive work environment and see higher returns as a result.

Notes and Resources

1. https://hbr.org/2018/01/what-self-awareness-really-is-and-how-to-cultivate-it

2. https://www.commercialvanshelving.com/blog/skilled-trade-jobs-highest-demand/

3. https://www.purdueglobal.edu/blog/careers/how-does-workplace-diversity-affect-business/