How To Spot Talent During The Hiring Process

The recruitment process is often time-consuming and frustrating for hiring managers. Sourcing and attracting the right talent requires time, extensive advertising and in-depth CV reviewing – and this is just the start of the process.

The time it takes to recruit even a lower-level employee can easily take days or even weeks. Double that time if you have to start the process again due to the candidate accepting a counter-offer or not accepting your offer at all.

Hiring managers are busy! Organizations need to prioritize. Employees need to work. With the right solutions to hiring challenges, everyone wins. This is where spotting talent as early as possible becomes a game-changing recipe for success. If you’ve worked with Fusion Recruitment you know that our consultants are highly skilled in this.

If you’ve recruited for a position before, you know the challenges of identifying the right person for the position and for the organization. Even when the candidate looks perfect on paper, there are a plethora of questions and answers that recruiters need to examine.

Employers are facing high unemployment rates, resulting in a business era where talent is everywhere and candidates are seeking any position which enables them to put food on the table. On the other hand, employees who are sought after for their skills and experience are hesitant to make job changes in the fear of the unknown – retrenchments (LIFO), company liquidation and an economic collapse.

Here’s how to spot talent during the hiring process:


Many hiring managers step into the process with a long list of requirements and desired competencies. It’s easy to come up with a preconceived idea which may not fully correspond with the best candidates. Here is where it’s best to keep an open mind. Hash out the actual person needed for the position versus someone who ticks all the boxes on paper.

I can’t tell you how many of our clients have hired candidates for their personality versus their skills and experience!

Questions to consider when identifying your ‘ideal candidate’ include:

  • Will the candidate fit in with the company culture?
  • Does the candidate possess excellent communication skills?
  • Does the candidate have the right combination of self-confidence and willingness to accept constructive criticism (something we always confirm with reference checks)


Clearly identify what is required for the position with the hiring manager or recruiter so they can begin narrowing down the applicants as early as the CV reviewing process. Discuss the role in detail, what worked with the previous employee and what didn’t and how the gap can be filled with the new applicant.


Ever heard of the saying take the risk or lose the chance? Sometimes the candidate with the ideal education and experience may lack other skills which aren’t easily taught – such as integrity, enthusiasm and a strong work ethic. None of this means throwing away the carefully compiled list of desired skills and requirements. This means that it is crucial to look at the full picture of the candidate in order to make a well-informed decision.

The job market is in devolution these days. Job positions are changing just as rapidly. It is important that hiring managers develop a well-balanced strategy which includes strong communication with department heads and a willingness to look at different traits of prospective candidates.

If you’re looking for assistance in your hiring process contact Fusion Recruitment and our consultants will assist you.

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