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  • Category: Miscellaneous

    What defines smartness in a candidate for a job?

    Do you think you're smart? - This was the caption in a job advertisement that I came across today. It was printed in large font in capital letters and immediately catches the eye. Some years ago, we had a discussion on smartness. At that time, the discussion was a general one, where we spoke on what is the basis for considering an individual to be smart.

    In this thread, let us look at it from the viewpoint of recruitment. Even one of the examples given on how to write a summary for a job post at ISC, mentions XYZ Co. is 'hiring smart people'. So what exactly are employers looking for, when they state that they are recruiting smart candidates for a position?
  • #750584
    A person who can understand his role correctly and complete his responsibilities easily without getting much strained and by using the other people who are concerned with the job. An employer should always look for such a person only. A smart salesperson can convince any customer easily and see that he will sell something definitely to the customer. If the customer is also equally smart the story may be different. A smart employee will be definitely better than expected in his efficiency and giving the results.
    There are other types of smart persons. They know how to work less but how they can be in the good books of the boss. We see many such people these days. These people make the boss happy and get good ratings rather than showing their efficiency in working. But such people may survive as long as that boss is there. If a new boss comes again this man has to do a lot of homework to get into the good books of the new boss.

    always confident

  • #750585
    Whenever a company or organisation hires employees for its work or projects then the primary requirement is that the person should be academically or technically qualified for that post and if there are many candidates applying for a position then the best one among them in all respects including personality and smartness would be preferred. Now when we use the world smartness then it means that the person should be having a pleasant personality, good communication skills, should also have a persuasive approach, and finally one should consider all the pros and cons of an activity and all the options available in hand. A smart person would not undertake the work blindly and would study the market environment and business opportunities for it before venturing in it. Smartness does not mean only a good looking and well dressed person it means more than that and the person who carries out the work in a better way leading to the profitable outcomes and favourable results in a logical way would be preferred by the companies. During interview all these aspects are checked through conversation with the candidates and then the hiring committee decides for the recruitment.
    Knowledge is power.

  • #750586
    Dr Rao,

    Please understand the topic before responding. You are referring to a smart employee, somebody who is already on the job. The discussion is about a smart candidate. How can you judge through the interview that the candidate is smart? What is the organization looking for, when the recruitment advt. states 'Do you think you're smart?'

    When you make a commitment, you create hope. When you keep a commitment you create trust! ~ John C. Maxwell

  • #750592
    Sorry, Managing Editor. I misunderstood.
    The organisation wants a person who can complete the works allotted to him by using minimum resources and in minimum possible time without getting much strained. That is what they call smartness. To understand the smartness of the candidate the interviewer should also be smart.
    We can understand the smartness of the other person by seeing and hearing the way he is answering the questions. A smart person will manage the situation in such a way that the interview goes the way he desired rathe the way the other side wants and this can be understood easily by the interview board by hearing him and observing him.

    always confident

  • #750595
    In any job interview, candidates think that many questions will be asked and they need to reply to the questions appropriately. They prepare a lot before the interview and many become nervous during the interview. The interviewer understands from the body language whether the candidate is nervous or not. Smartness is not only about replying to the questions asked, it is also about carrying forward the discussion by asking some questions to the interviewer to clarify the doubts. An appropriate answer according to the context is essential. It is recommended to go through the website of the organization before the interview and candidates can always have some questions related to it. Properly understanding the role without always nodding the head is required. I think the presence of the mind of the candidate has a lot to do with smartness.

    "Life is easier when you enjoy what you do"

  • #750687
    Though in general smartness means the physical appearance or turnout of a person, here in this ad I think it has been posted in a different context. Ofcourse, until and unless it is a job profile where physical appearance is what the employers are looking for in the candidate, say companies in the hospitality sector, airline cabin crew, ad industry and the like. But in most cases, in terms of smartness, the employers mean the intelligence and the emotional quotient of the candidate. Someone with both these qualities will be better able to adapt to the environment in a new set-up, learn things faster and thus be an asset for the company. In fact more than IQ, these days companies are putting stress on the EQ of the candidate. Most interviewers with experience are able to judge candidates on these two points. These days, especially in the IT industry, it is fashionable to conduct the interview in multiple rounds. This way they are able to judge a candidate more appropriately. It sure requires a candidate to be smart if he/she has to successfully cruise through all these rounds.
    Patience and perseverance pays

  • #750692
    What I feel that the smartness being sought by the company while recruiting is the ability of the candidate to take some decisions if offered the post without wasting time seeking the help of others. Some jobs are always with riders and powers to decide the course of action and the loss or profit of the company solely depend on the actions thus initiated. For example we have seen the instances when the car companies has called back all the cars thus sold because they detected flaws in engine and need to be corrected. Had the engineers and those responsible in the production line were smart enough at the checking stage itself the company would not have been put to this kind big exercise and mend their ways. This is the best example of how the smartness at the work plays very important role to satisfy customers.
    K Mohan
    'Idhuvum Kadandhu Pogum "
    Even this challenging situation would ease

  • #750698
    Smartness of an employee can be defined with his ability to identify the situations and priorities are to made to sort out the issues sequence wise. Let me make this point a little more clear, the strategy of the management is to step up production of total four blast furnaces while fifth is to go for shutdown for 24 hours from 9 am sharp on a specified date. Now the shift officer has to ensure both the aspects- maximisation of production of A shift and offering the Shutdown for which additional manpower would be required curtailing the existing man power who were supposed to concentrate on the production front. The office has to set his priority satisfying the management on these two fronts. Here the smartness of the officer would play a pivotal role. However, there is no denying that the members on the Board are equally competent to appreciate the effort of the candidate. The result of recruitment of a right candidate would depend on the smartness of the both.

  • #750700
    Well, this is a question in which many parameters can be included and these parameters are different for every situation. When a candidate presents himself/herself for any company the first expectation from the company is that he/she embodies a loyal, honest, and understanding personality, these are the qualities that are required in any candidate. After this it will depend on what is the job profile and what is its demand, on the basis of that smartness should be decided. It is more important than how much knowledge is there, in which direction is the knowledge, will it prove to be appropriate for the knowledge profile, it is not.

  • #751851
    I think the interaction between the interviewer and the candidate is the key to selecting the right candidate rather than merely perusing the Biodata. The C.V. may spell out some leadership roles, but I feel the interaction will bring that out through the confidence the candidate will exude in replying to queries such as, for example when asked how he/she would deal with so-and-so problems arising in a project. Many selection processes also have active GDs to gauge the candidate's approach towards the topic. At such times, I think, the candidate's smartness is judged in terms of self-confidence, the ability to steer the GD towards a fruitful discussion, etc.
    When you make a commitment, you create hope. When you keep a commitment you create trust! ~ John C. Maxwell

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