Most people mistake or relate professional connections with references. But this is not true sometimes. If you are skillful then there is no need to support your skill sets  with references. Then there are people who have very high level of recommendations but with very low level of skills. In this disruptive IT industry you would find a balance of these categories of people which makes HR and managers job too complex to filter out between competitive skill sets or merciful favorable references. There are couple of ignorance which if well planned would bring the right candidate with right skill sets to forefront. Below are some of them:

1. Bogus recommendations on LinkedIn
There are numerous profiles on LinkedIn where recommendations are  filled with unnecessary statements. While some are asked forcefully then there are some who have never worked with the connection and hold a high level of recommendations. Any sensible HR can easily figure out the hidden truth out of it.

2. Relating personal rift with skill sets
This is hard but I would be honest here and expect you all to be honest as well. In our lives we tend to have many professional and personal rifts with someone then why not admit it? Admitting that you had fought with your manager for some personal issues would not degrade your skill or make you liable for a strong background check. It is not a crime to hold a different viewpoint opposed to your managers viewpoint. This should be well understood by the hiring team as well.

3. Lets open up for a open challenges.
Challenging practical scenarios at the time of interview would bring out the hidden monster into picture. While most interviews are focused on skill sets one need to understand that attitude is what would justify the candidates retention within the company. Right skills with right attitude is everyone’s favorite combo. But sadly very few serve them and if served will come at a huge price.

4. Appreciating Downfall
Not every candidate is consistent in their life. There are many downfalls in terms of personal or professional reasons in everyone lives. Lets us not make it a point for elimination in interview rounds. Instead focus on skills sets and the candidates current attitude towards work. Time heals everyone so the candidate minds. Lets not remind them of their mistake which they did before 5 years. This would annoy the candidate and you may judge his wrong attitude. Be professional and expect professionalism.

5. Too much of historic data analysis
Too many cook spoil the broth. Having said that one need to be very calculative about doing historical data analysis. Never ask people about how much marks they scored in their high school or do they remember the name of the subjects they studied 20 years back. This not only proves your stupidity to the candidate but will also disinterest the candidates interest towards working with your dumb organization who have frogs like you working for them. Ask and evaluate sensible and honest situations. If you feel you are running out of questions then you may end the interview, after all everyone’s time is equally important and time is money.

Dear Candidates,
Next time you sit for an evaluation in front of VP, Director or MD remember just one thing:

Your skill sets are not at the mercy of someones favour.

Happy Reading!