The whole reason we conduct interviews in the first place is that resumes don’t tell us everything we need to know about a candidate. Interviewing gives us a sense of who the candidate is and what they can contribute to your company culture. If you’re a seasoned interviewer, you’ve probably noticed by now that there are several similar types of candidates. Austin Reis has, and recently wrote on the 5 different candidate types. Here’s what they are:
Analytic/Detailed. You could call them “perfectionists,” but that tends to have a negative connotation. These candidates are well organized and prepared for interviews, ready with questions and answers for you. They tend to prefer working alone, however.
Flexible. These candidates work well with teams. They are easy-going and adapt to change well. Their easy-going nature, however, could cause them to be walked all over. They also are generally not as well-organized as the Analytic/Detailed type.
Outgoing. These candidates have good control of what they are saying. They may seem rehearsed, but that is only because they are confident in what they are saying. They are ideal for sales positions. Asking open-ended questions that deviate from what they are expecting can determine whether or not they can work away from a rehearsed script.
Driven. Not to be confused with Outgoing, these candidates want to get jobs done and are result-focused. They may, however, be controlling and/or bossy.
Quiet. These candidates actually tend to have stellar resumes and past experience, making them immensely valuable. They can also work well with teams or alone. They can, however, be difficult to interview, so asking the right questions is important.
Published by Conselium Executive Search, the global leader in compliance search.
