How to Employ the Right Candidate Beyond the Monopoly of Academic Credentials

With each passing interview, employers are getting amazed regarding the increasing complexity of modern day job market trends. It’s like the established rules are getting outdated real fast by emerging challenges particularly when it comes to choosing that perfect candidate. As it turns out, it’s no longer about choosing the right candidate. There is also the factor of choosing that effective and talented candidate. For instance, we’ve got academically competent candidates who’ve got very little prerequisite skills needed to make them stand out because...

Universities are Churning out More Crammers and Less Innovators
I don’t know whether to call the race for more academic credentials a pandemic of sorts or simply a major subliminal mistake made by the majority. Since childhood, many have been fed with countless philosophies regarding the ’glory’ of achieving formal education. But should the formal aspect of it hold the monopoly in determining the suitability of a candidate? That’s why you’ll find that it’s not the most educated that are necessarily the most accomplished in life.

Consider campus dropouts for instance, what’s the story behind their outstanding success? I’m sure they did less cramming and more application. For them, it’s more about the practical aspect of knowledge than simply cramming unnecessary jargon to boost their academic egos. Speaking of which...

Are Higher Education Institutions Being Realistic with the Job Market Reality on the Ground?
Before we fully shift the blame towards candidates, maybe it’s time we really focused on higher education institutions. Because for decades, many of them have escaped the accountability axe by consistently and stubbornly offering extremely formal and outdated courses under the compromising eyes of governments. This can largely be blamed on the ’God status’ that many of them cling to. Plus, students rarely question the effectiveness of their courses.

Waking from Slumber
Unfortunately, when such arguments are brought up, they’re simply labeled as mere conspiracy bluff because it’s easy to side with the misinformed majority to soothe your conscience. And this denial of reality will always makes candidates get more and more frustrated with unnecessary competition instead of using their talent as a guide to their true and outstanding career destiny. So yes, many sharp employers have woken up from the slumber of a resounding majority. But the question still remains,

How then does one Employ the Right Candidate Beyond the Monopoly of Academic Credentials?
When buying a car, people don’t merely believe the claims that car dealers make. Instead, they test drive it so as to find out the magnitude of its suitability for various road challenges. And so, in a bid to prove their diversity beyond academic competence, candidates should:

#1 Account for academic credentials through concrete and sound reputation
History is an important factor in determining the destiny of a nation. Similarly, the activities that candidates indulged themselves in prior to the interview are more or less a key guiding stone to choosing the ideal candidate. They not only show the most concrete and sound reputation, but they also help in psychologically analyzing personal attributes and suitability of each individual candidate. For instance, does the candidate take carefully calculated risks or are they wild and adventurous. This of course will be based on ideal characteristics of a candidate tailor made to ensure maximum job effectiveness.

#2 Demonstrate Credibility Beyond Automated Academic Competence
When it comes to answering questions in the job interview, many candidates are competent enough to tackle them because in any case, it’s within the boundaries of their academics. But when it comes to demonstrating credibility of this competence through practical results, then a big disparity is noted. In fact, the most outstanding candidate will tend to think outside the box than simply follow in the monopoly of academic credentials when tackling company tests. That’s why it’s essential to come up with tests that can’t be solved merely through automated academic competence.

#3 Depict an Exceptional Career Journey Coupled by a Healthy Formal-Informal Balance
Besides the basic formal career that the candidate is pursuing, what other informal activities are being pursued outside the familiar territory. And in any case, are these informal activities going to be beneficial in the new job to come. It’s like an accountant that has an informal knack for advance computer hacking tactics. This candidate is thus likely to protect your financial systems easily without having to incur unnecessary maintenance costs. This will be mutually beneficial to the company’s costs and to the candidate’s hobby as well.

Knowledge is power, so they say. But in my opinion, when this philosophy is literary taken on its own context, it’s quite inconclusive to say the least. Plus, employers might know a lot about careers, but the only way towards getting exceptional candidates is by materializing their knowledge through actionable results. As John Ruskin once put it, "What we think, or what we know, or what we believe is, in the end, of little consequence. The only consequence is what we do."


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