In this vlog, I shift the focus from my personal hiring criteria to the broader perspective of what hiring managers generally seek in candidates, drawing from a blog by Alliance President, John Zornick. They highlight the “three C’s” of interviewing: capability, compatibility, and convertibility. Capability centers on the candidate’s skills and experience aligning with the job requirements, while compatibility addresses cultural fit and genuine interest in the role.
The third “C,” convertibility, delves into whether a candidate will ultimately accept the job offer, considering factors like role suitability, location, and salary expectations. Zornick emphasizes that successful candidates not only demonstrate their ability to perform the job but also show they are a good fit for the company culture and are genuinely enthusiastic about the opportunity, ensuring a mutually beneficial match.
Here is the transcription.
0:00 Last week in my blog I talked about the three things I look for as a hiring manager. First thing is coachability.
0:07 Can I coach you? The second thing is aptitude. Can you learn new things? And the third thing is drive. Do you give the extra 2%? But this week what I want to do is I want to spin that question on its head.
0:17 I want to reference a blog written by our President, John Zornick, a couple years ago that talks about the three C’s of interviewing.
0:23 In other words, what are our hiring managers looking for when they’re evaluating a candidate? The first thing is capability, Are they capable?
0:32 Can they do the job? Now we know as an alliance candidate, you already have a great performance record and past performance typically is a strong indicator of future performance.
0:42 But where the magic happens is, is your knowledge, skills, and abilities. And do those KSAs connect to the role you’re interviewing for?
0:50 If the hiring manager believes that to be true, then you are a capable candidate. If not, there may be a little bit more work to do.
0:58 Now let’s talk about compatibility. Are you the right person for the job? Now this comes down to cultural fit around structure, rules, norms, et cetera.
1:06 And what this means, and the example that, that John Zorna gives in the blog is about somebody who is very structured in their approach, They like rules, they like norms, If they go to a more of a casual environment, that may be a struggle for them, and that may not be the most compatible opportunity
1:22 for the candidate or the company. The second factor here is interest. You know, do you enjoy the work? If you’re not really interested in the role, you’re not going to enjoy the work.
1:31 Then once again, that’s not going to be a great fit for you. Or the company. The last one is convertibility.
1:39 Will you say yes to the job? And this gets into the big three, right? A, do you like the role? 1:45 Is the role going back to compatibility and capability, right? Do you like the role and can you do the job?
1:51 The next one’s location. Do you like where the role is located? And the last one is salary. Does a salary meet your expectations?
1:59 Okay. The example that John Zornick gives in, in the blog is about if somebody grew up in Texas, went to high school in Texas, went to college in Texas, and was stationed in Texas, taking a job in Texas is probably a, a good thing for them, Something that they’re going to be very, very open to.
2:18 But if that job is up in New Hampshire, where I live, maybe not. And this gets back to a question more of openness, and I’ll talk about that more in a, in a later blog.
2:28 But these are the three things that Zornick focuses on when talking about what hiring managers are looking for. Are you capable?
2:35 Are you compatible? And are you convertible?