How to deal with and decide on assertive candidate

This candidate made a strong first impression. Handshake. Eye contact is important. Your questions will be answered confidently and directly.

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This candidate made a strong first impression. Handshake. Eye contact is important. Your questions will be answered confidently and directly.

You’ll be able to tell they’re assertive. But, what are you wondering?

“Will he make a great hire or become a management nightmare?”

There is a fine line between being assertive and being aggressive. These are some tips to help you determine which candidate you have before you make an offer.

Learn the difference.

An assertive person allows others to feel secure while still expressing their views. An aggressive individual seeks out to get his way without regard for others’ feelings.

A person who is assertive respects the views of others (even if they disagree) and is open to compromise when necessary. An aggressive person railroads and discounts and dominates.

Watch out for red flags in interviews.

Be aware of subtle clues.

  • Redirecting or controlling the conversation
  • Interrupting
  • Be condescending and dismissive when referring to others.
  • Dominant nonverbal behavior: Glaring vs. proper eye contact; alert/tense body language vs. relaxed position; forceful/loud talking vs. a confident and respectful tone

Ask behavior questions.

Looking at past evidence is the best way to predict future behavior. These are some questions that you can adapt to your specific needs in order to measure assertiveness.

  • Conflict is part of working. Please tell me about a time when you disagree with someone. .” You should show that the candidate has self-control. This means they didn’t get mad, respected others’ opinions, communicated effectively, and worked together to reach a satisfactory resolution.
  • “Give us an example of a situation in which you had to be assertive when dealing with others.” A pushy candidate can often struggle to differentiate between proactive, confident behavior and pushiness. You should look for evidence that the candidate was clear and firm but still cared about the feelings of the other person.

Conduct a thorough reference check. This is a crucial step in hiring success. It will help you determine if the candidate is honest, has the necessary skills, and will fit (not clash with) your corporate culture. You should ensure that your hiring process is thorough, consistent, and systematic (e.g., ask questions that reveal whether the candidate is assertive or pushy).

Is an assertive candidate fit for the job and company culture?

Akscellence will help you make the right hiring decision, eliminating the risk and guesswork. The On-Target fulfillment method eliminates inconsistency and chance, allowing you to get better quality candidates every time. To learn more, contact your Akscellence local office.

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