Knock! Knock! You look towards that direction, a look of annoyance fluttered across your face. You are extremely tired because there has been lots of door knocking going on lately and you are not finding who you have been expecting. Anyway, you have to answer the door. You reach out to the door in anticipation of finding the right one, but as the stars are not in your desired constellation you don’t get to see the right one.


Well, you could find this situation kind of similar when you are out to hire the right candidate for your beloved company. You spend your precious time on zeroing in on the handful of candidates based on the data you get from the interview process.

And picking one out of these bunch of talent that fits all the desired skills your company is seeking, is again a cumbersome task, for there are no predefined set of rules that can highlight the perfect candidate. You must have got the picture by now that hiring process is not a child’s play. But, why not? It should be simple and smooth. Right? It is actually when you keep certain points in mind while hiring. The following is the bird’s eye view for as to why selecting a right person is hard. It can be a good start for your hiring mechanism.

Excuse me, where is your experience?

Most good candidates lose out on opportunities because they don’t have enough work experience to put on the table. Myriad number of freshers who have good potential to learn and are quick learners don’t get the desired role because of this strange phenomenon.

Raising the bar

An employer generally has high expectations from an applicant. Their mindset is generally skewed towards the fact that they expect a good experience and on the job skills which are harder for applicants to live up to.

Rigid job description

By having a strict job description, you are inadvertently disregarding a good applicant who lacks only one or two skills, which can be developed easily. A talented candidate can easily tailor his skills to fit the job requirement with a minimal amount of training and practice.

Companies should acknowledge the fact that certain skills can easily be learned with a little training and practice, hence their focus should equally be divided between finding the perfect candidate and training a talented applicant.

You may not realize the obstacles keeping talented folks from rising to top positions, thus it is necessary to look for potentially untapped resource: your own people! The key is to look for the attribute your talented employees possess, and then measure those qualities for screening potential applicants.

Ralph Marston rightly said, == Excellence is not a skill. It is an attitude. ==