NFIB

Obtaining Qualified Candidates, Part I
10/ 01/ 2002

by John McConnell

"Surround yourself with the highest caliber people. Remember that first-rate people hire first-rate people--while second-rate people hire third-rate people."--Richard M. White, Jr.

You have identified a job that you need to fill and have pinpointed its responsibilities, qualifications and standards of performance. Now you're ready to obtain candidates.

Note the use of the word candidate, as opposed to the more frequently used applicant. The Random House Dictionary of the English Language differentiates between the two words (somewhat paraphrased) as follows:

Applicant -- a person who applies for something;

Candidate -- one who seeks and is deserving of something.

The difference may seem subtle, but it's important: You'll more likely find the right person if, right from the start, you seek candidates who really want the job and are qualified (deserving), rather than wasting your time and resources on applicants who are just going along for the ride. Seeking candidates can also contribute to your having a more positive view of the people you consider.

There are many sources of candidates but basically two types: internal and external. Internal refers to sources already available within your company, and external, to sources outside your company. Which is better? Both have advantages and disadvantages. It depends on your objective in filling the position and the conditions within your company.

This will be discussed further in next week’s Workshop.

John McConnell is president of McConnell, Simmons & Co., a New Jersey firm that specializes in consulting services and products for human-resources professionals. He holds undergraduate and graduate degrees in educational psychology and is the author of several books in the human resources field.

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