Hiring the right candidate is crucial for success. While technical skills are essential, one factor often overlooked is the behavioral traits a candidate brings to the table. The personality and approach of a person determine whether they thrive in a specific role.
A Story of Unexpected Fit: The Tale of Two Roles
Jennifer, the hiring manager at a dental clinic, had been reviewing resumes for several weeks in search of two key roles: a bookkeeper and a receptionist. After an exhaustive search, she was excited to meet Mark, a candidate who seemed promising on paper. With two years of experience in the accounting department of a bank, Mark would be a good fit for the bookkeeper position.
Jennifer began the interview by asking Mark about his technical experience in data entry into the bookkeeping software, applying policy to reimbursements, accounts payable and receivable, and financial reporting. Mark answered confidently, showcasing his extensive knowledge of accounting software and organizational skills. Jennifer was impressed. But as the conversation continued, she began to notice something unexpected. Mark wasn’t merely answering the questions; he was energetic, upbeat, and highly personable. He loved discussing his past experiences, especially when collaborating with teams or helping clients understand financial details.
Initially thinking of him solely for the bookkeeper role, Jennifer was surprised by how much he seemed to thrive in this interactive conversation. He spoke with such enthusiasm and warmth, engaging with Jennifer as if they were old friends. He was a natural storyteller, eager to share insights and help people. Jennifer realized that this kind of energy and sociability was precisely what the receptionist role required, someone who could easily connect with clients, put them at ease, and keep the office atmosphere welcoming and light.
As the interview went on, it became clear to Jennifer that Mark’s strengths weren’t in technical accounting abilities. His behavioral traits, such as his ability to engage, communicate, and be approachable, made him better suited for the receptionist position than the back-office bookkeeper role.
After the interview, Jennifer took a step back and reassessed Mark’s application. She saw that his technical skills were still highly relevant, but his personality would be better suited to the front-of-house role. The receptionist at her firm would need to be warm, engaging, and an excellent communicator, qualities Mark displayed naturally.
After the interview, Jennifer reached out to Mark and discussed how she saw him fitting better as a receptionist. To her delight, Mark was enthusiastic about the possibility. He explained that while he enjoyed the technical side of accounting, he had always preferred working in environments where he could engage with people and create a positive, helpful atmosphere.
The Importance of Behavioral Fit in Hiring
Jennifer’s piece highlights the importance of aligning a candidate’s traits with the role’s. Technical skills, like accounting knowledge, are crucial but are only one factor to consider. In many cases, a candidate’s behavioral qualities to a position, such as their energy level, interpersonal skills, and communication style, are just as important.
For example, if you’re a bookkeeper, you need someone who is methodical and can focus on detailed financial tasks for extended periods. They should be comfortable working behind the scenes, using accounting software, and ensuring the clinic’s records are accurate and current.
On the other hand, if you’re a receptionist, you need someone who can stay upbeat and friendly while managing the front desk, answering phones, and interacting with clients. The ideal receptionist should be warm, approachable, and confident in managing conversations with various people, traits Mark displayed naturally during his interview.
Conclusion: Getting It Right
When hiring, remember that a candidate’s actual traits are just as important as their technical abilities. A candidate may have the right skills for a role but not the right personality to thrive. Jennifer’s case demonstrates the value of flexibility in hiring; sometimes, the right fit for a role may not be where you expected it to be.
By focusing on the behavioral aspects of a candidate and aligning them with the demands of the position, you’re making a better hiring decision. Still, you’re setting up your firm and new employee for success.