When we identify a candidate of interest for a particular opening, our next course of action is to take the candidate through a process which involves a non-technical interview and a reference check. We have received the question from candidates, of why this is important when the client is interested in their technical abilities. Doesn’t the client just want their resume? What is the point? Please see the related article below about hard skills versus soft skills in the hiring process.
We find it important to get to know the candidate and his/her job history and present the individual as a whole person, not just a resume, to our clients. This helps the client to get more in-depth knowledge on soft skills than is typically received in one interview - they are receiving information regarding the candidate from different perspectives, from those who have worked with the individual before, from our reference profile, and from their own impressions when they meet this individual face to face. This helps the client to achieve a good read on how this individual can fit the position and company. Although many individuals may have the necessary hard skills, it takes a person who can effectively work within the client’s environment to put these hard skills to the best use. A good soft skill and hard skill fit is what is wanted in all hiring scenarios - finding an individual whose attitude, personality and goals match those of the company are what create the best hires and increase the likelihood that the client will want to keep our candidate for the long run or work with our candidate again.