Picking the right candidate can be like picking the perfect pumpkin from the patch. Each pumpkin is unique so just like choosing candidates, you have to choose which will work best for you and your team. Here are tips from our Specialty Chemical Team on how to do just that!

Wes Washington– Managing Director and Specialty Chemical Recruiter:

Some of the same things of last year still ring true today:

  • Job stability- candidates who can excel in a company longer than four years before making a change.
  • Reasons for making a change- choose candidates that are motivated by more than money. Does their reason for making a change make logical sense to you? This can be an indicator of their decision-making prowess.
  • Cultural fit- pick the candidate that fits your culture. If your culture is numbers driven, then pick the candidate that can speak specifics to their results. If your culture is more sensitive to the internal team structure pick the candidate that can speak to specific work relationships and how they impacted that relationship.

John Kehoe– Specialty Chemical Recruiter and Chemical Distribution Lead

  • Can you get a sense of their enthusiasm?
  • Do they communicate clearly and timely?
  • Do they ask good question? You’ll learn more about them by the questions they ask than the answers the give
  • Proven track record in both accomplishments and tenor
  • Are they pen about past mistakes?
  • Do they have to room to grow in the role once they come on board?

Kyle Johnstone-Specialty Chemical Recruiter and Engineered Materials Lead:

Go beyond the skillset and understanding motivation. Many candidates are capable of filling a role, but not everyone is motivated the same way. Seek and assess cultural fit and motivation, partner that with skillset, and that is the right candidate.

Jeff Bennett-Specialty Chemical Recruiter and Food & Beverage Lead:

  • Do they have consistency in their career? If there are short changes, are they reasonably explained?
  • Do they have examples of quantifiable data versus qualitative data? (ex: Territory increased by 15%, Cost savings of $1 million)