The Hiring Role Model: The achievement in Recruitment

We all recognize this phrase. Or at least, it’s not unfamiliar to us. For me, it’s taken from one of my favorite movies and fits perfectly into various segments of what we call life. I can extend this idea to the recruitment process. And you may ask, “How?” Well, we’ve all been part of a selection process, whether in its early stages or final stages, carrying the hope of a positive change, only for it not to go as we expected.

Leaving aside the happy endings, many of us have certainly felt frustrated and disappointed because, despite not having full control over the process, we hoped it would go well and that “luck” would knock on our door at that moment.

When this didn’t happen, we’re left thinking (just like I did), “What went wrong?” or “What did I not do right that someone else did?” The answers are never straightforward, as they depend on various internal and external factors that shape the hiring process. However, as a specialist in the field, and someone who has learned from their own experiences, I’m here to share some valuable insights from my own hiring processes. Note: There are certainly many more values and models to follow in the recruitment universe, but these are the principles I follow to build my Hiring Role Model.

1. Interest / Curiosity

There’s nothing more gratifying in a selection process than having the pleasure of talking to someone genuinely interested in the hiring company, its goals, its projects, and its values. Someone who listens to understand, not just to respond. Candidates who show this capability are profiles optimized for learning and growth, and that’s a match point for me.

2. Flexibility / Adaptability

Knowing in advance that the world of unicorns is utopian, we all work with what we have at any given moment and do our best, even when it’s not ideal. That’s what I hope to find in a candidate: the ability to adapt to the circumstances of the selection process and make the most of it.

3. Humility / Sincerity

Starting point — I don’t expect candidates to know everything. That would be unrealistic. What I do expect is to find people who can sincerely talk about their achievements and technical skills, even if that means acknowledging their shortcomings. There are no perfect jobs, just as there are no perfect candidates. Nothing is perfect. So, if we can have an open conversation about strengths and weaknesses, showing a willingness to improve and learn, that’s already a win.

4. Empathy / Emotional Intelligence

As a Senior Recruiter, I need to know that an individual will not only be technically outstanding but also exemplary as a human being. And now, perhaps you understand why I haven’t mentioned technical skills yet. For me, they’re not the most important factor. Before I’m bombarded with questions on this, let me explain: technical skills can be developed and honed. But I first seek the essence of the individual. I want to understand how that person will adapt, humanly, to the organization and the team. Can they empathize, help, and listen to understand? Only then can they be a true asset to the collective.

5. Effective Communication / Assertiveness

Fluent, clear, and objective communication makes the selection process much smoother. Before we speak to a candidate, they are anonymous to us. Someone we’ve never met, and know nothing about. Therefore, it’s essential that the candidates can express themselves correctly. Language choice is crucial. While we’re not hiring for the CIA, discretion and formality, with a touch of accessibility, are must-haves for me.

6. Critical Thinking / Creativity

This is undoubtedly a critical point! Who hasn’t felt blocked and unable to find alternatives to a problem? Everyone has (and no, you can’t say “not me”). We’re not always at our best, and creativity might not be at its peak. But candidates with drive, and those who demonstrate critical thinking, will always have a spot in my heart. Profiles that face adversity — because they simply don’t see it as such — are certainly worth investing in. As mentioned earlier, I don’t expect candidates to have a scientific solution for everything, but I do expect them to face challenges head-on and not shy away from thinking and talking about them.

7. Technical Expertise / Hard Skills

And here it is, last but not least. Why? As I mentioned earlier, it’s not what makes me prefer one candidate over another. If it were, we’d be hiring machines. But joking aside, the truth is simple: no process is perfect. No job is perfect. No candidate is perfect. Perhaps no one says this when talking about recruitment processes, candidates, and opportunities, but it’s the truth. We all work with what we have, whether ideal or not, and the goal is to do our best with the resources at our disposal. And now, you might ask, “What does this have to do with Hard Skills?” Everything. Because if we only hired based on technical skills, there would be no one left. A job description will, of course, mention technical skills, but it will also highlight a variety of soft skills, and without them, no technical competence will last. At least not with a future or continuity. If we only hired based on hard skills, we’d face a precarious hiring situation, with constant resource replacements.

What defines us, and defines our performance, is who we are. It’s everything that’s invisible, and these are the things that make us stay.

As a closing note, I could mention many others, but it’s already long enough. Above all, these are the essential values and principles for my Hiring Role Model. This article aims to help guide you through your future selection process and, who knows, inspire you if you identify with it. A special thanks to all my hires who inspired this article and are, without a doubt, my role models. To you, thank you for setting the example, and may you continue to do so for a long time.

To those who read this and are just waiting for an opportunity, Winning has several open positions. It’s just a matter of time and the right moment.

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