51 Best Practices to Help You Save Time and Hire the Best Talent
Executive Search Professional
Recruiters know it all too well: it’s not uncommon to find outafter hiring that some candidates, even if they have the “hard skills”necessary for the position, do not have the interpersonal skills or valuesthat others in the company are used to and expect.
The recruitment firm Transearch has developed amethodology called Orxestra, which aims to evaluate not only thecandidate's “soft skills,” but also his or her fit with the company's values.Here are the 4 criteria taken into account:
. culture fit: ensure that the candidate shares the company's values
. performance fit: verify that the candidate's past performance is inline with the company's current performance and growth objectives
. leadership fit: assess the candidate's ability to coach and inspire hisor her employees
. team fit: assess the relational compatibility between the candidateand the rest of the team
This detailed evaluation of the candidate's “softskills” and values ensures that the candidates recruited will be able tobring the added value expected by the company. Beyond trying torecruit the best possible candidate—in terms of business skills—theobjective is to identify the candidate who is best adapted to thecompany culture (culture fit) and who will develop the expectedopportunities (performance fit).