Tips to Discover if Your Applicants Have Growth Potential

6 Tips for Building a Better Retention Strategy

Employee turnover can wreak havoc on your company’s productivity and profits. Learn why employees leave & what you can start doing to make them stay for the long-haul.

While it may be fairly easy to determine if an individual has the skills necessary to meet the job requirements, that is only part of finding a successful match to grow with your company.  You can evaluate past work history, education and training, even cultural fit with behavioral questions.  But can you tell if this is a person who will grow with your company, or one who will stagnate, get disillusioned, and eventually move on?  Here are a few revealing questions to ask that may help uncover their growth potential.

How much do you want to earn?  You may as well just address the elephant in the room.  Income is hugely important to any candidate, and it is likely among the chief reasons this person is sitting in front of you.  If you catch him off guard, you can see how well he handles the situation.  His answer will give you insight into how he sees his future developing with your company.  A very low number says he is short sighted or just being conservative.  An overly conservative number conveys either ignorance of what the position will draw, or a lack of confidence that he can command more.  Contrastingly, a number outside of what is realistic for the position and/or your organization demonstrates expectations that might not work for your company.

Do you have any freelance experience?  A candidate who has the confidence to strike out on her own is a self- starter and could be someone of value for you moving forward.  However, it is important to take into consideration any corporate policies your organization might have that restrict such outside ventures and to be prepared to communicate such policies accordingly.

In what ways do you spend your free time learning?  If this stumps him, it could be a red flag that he is not motivated to continued his education and increase his skill set on his own time.  Such a candidate may expect you to spoon feed his training and growth to him, which may or may not be a good fit for your organization.  Individuals who are self-motivated and dedicate their own time to enhancing their skills and knowledge can be powerful catalysts for organizational growth.

What is your dream job?  This question will uncover the level to which an applicant is driven, inspired, and motivated, and to what extent she actively sets goals and priorities. Generations X and Y are more likely to be concerned with achieving a high level of job satisfaction and balance in their lives.  You may find in her answer a way to customize the job duties to help give her increased satisfaction from her work and thereby give her more reason to stay long term.

Where do you see this company in five years?  A forward thinking candidate will have a big picture view of your business and the market in which it operates.  Not only will he be able to see himself in the future, he should be able to project a course for your organization as well.  Someone with limited forethought will only think about his immediate responsibilities and will have given no thought to the future.

How do you react to change?  For long term success every individual should be able to wear many hats.  She should embrace new challenges and have a drive to resolve them, even if the task is far removed from her current work responsibilities.  Those resistant to change will stagnate and eventually be left behind in the wake of progress.

Your goal as a company is progress; Staff members who are committed to you for the long haul will help you get there.  Finding the right fit for your company’s goals can be challenging, and Helpmates has the experience, knowledge, and tools to provide you with exactly the hires you need to keep the wheels moving forward.  Contact one of our Certified Staffing ProfessionalsTM today to support your strategy for progress and growth.

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