To think this is a red flag? (When hiring)

[Chattenoire]

We're hiring for a new member of staff. Senior role. No hands on experience, but lots of charisma and transferable skills.

However, when asked this person in question had no idea about what this type of role does. There's plenty of resources about it (even books and software specific to this role).

However the candidate didn't even Google it! My manager doesn't think it's a big deal, but I've been doing this type of role much longer than her, so have more "school" about it let's say.

I wouldn’t be impressed

Avoid!

Liking the person is important, but they also need to have shown some effort to get to know the role and the company! and show some knowledge.

We hired a similar candidate once before and it ended up as a nightmare! They thought because they had a great smile and could charm everyone, it was fine to rock up whatever time they liked, work from home whenever they liked, not complete the work required.

Nope - just because you talk the talk and smile the smile doesn't mean you get special treatment! Stay clear of charmers!!!

Exactly! I even said for a junior/mid role no problem. But senior? I'd expect them to know or be curious about it.

As a hiring manager, it would be a no from me. I've also met plenty of charismatic people who, on paper, have transferable skills. It has ended very badly almost without exception.

I think the big part of being "charismatic" is that it's a relationship/ account management role. So that soft skill is definitely needed but it isn't the sole ingredient.

Well, sort of! But you have to know your stuff as well as have the personality!

I've worked in teams where the managers have been great at smooshying up to the seniors, charming and smiling at commisioners etc.. but their skills and knowledge of the role were inferior to those they managed. This caused all kinds of complications!

If the person is going to be a great leader, inspire their staff, lead with passion, care about their team. Then that's a good sign. But if it's all charisma with nothing to back it up, that's not great!

Did they not need to demonstrate some knowledge on application? I can’t think of a senior role where some decent knowledge about the actual area of work and the role itself isn’t essential.

The HR lady sent terrible candidates TBH. I don't think she had a good idea of what this role does beyond "being client facing and a good relationship manager".

I was brought into the team to put structure/processes into place because nobody has ever done it in full.

I can't imagine who would apply for a job they know nothing about. How big does your ego have to be to think you'd have a chance? I can't imagine why anyone would hire that person - unless it's a sales role as he obviously talks a good talk.

I think it would be similar to someone who has been an office manager and wants to be a restaurant manager because they worked once at a restaurant supplies company. But they never did any research of what a restaurant manager does

My manager! And no there's no direct sales but there's sales qualification.
Speaking of which when talking about commercial acumen he related it to finance.

Sounds like a blagger. Avoid.

Sadly, my long experience tells me that the public sector is stuffed full of senior managers like this.

Lots of charisma (i.e. an ability to charm or bully) and, yes, transferable skills (i.e. no specific knowledge that might be useful).

I definitely wouldn’t hire this person. The consequences of someone senior trying to blah their way through with charm and blarney can be horrendous.

I'm especially conflicted because I'd be his direct line manager, but my own line manager is overruling me.

That’s just daft. You can’t give that person a job then

Difficult.

All you can do is make your suitability assessment clear and, if it's a proper recruitment process, put this it in writing.

Just make your reasons are unemotional, objective, and related to the job specification and/or essential criteria for the post.

e.g. The candidate does not meet criteria X, and did not provide evidence of knowledge and skills in Y.

I’d avoid thrn like the absolute plague! They’re a blagging bullshit merchant who will almost certainly be a total nightmare to manage. They’ll be unable to do the work, your boss will be of no use or ornament in backing you up if you take a firm line and you’ll probably either a. End up doing all their work as well as your own or b. Stressed to the eyeballs! Or in fact both….

Definitely not. I think anyone going for an interview should research the role and company in depth. They sound arrogant me.

Can you insist on this individual undertaking some kind of environment-specific training, with clear (and time-bound ie SMART) objectives, to demonstrate that they bring the necessary knowledge to the role? As part of their probation, l mean. They do say, you can teach hard skills, but you can't teach the sift skills, so if they can marry the hard skills to their charisma, it could work. But only if they are really willing as well as able!

*soft

So he was a client many many years ago, which is WHY he was able to talk the talk so well.

My manager thinks he can just be coached into the role (because the rest of the team is not necessarily at a top industry level).

I think learning this craft takes at the very least a year if not two. Especially with our type of services.

These kind of people get to a senior level in workplaces by winging it with the charm.

If you want to get anything done in your company to a level of expertise in your field, steer clear of appointing them.

How is someone with no experience and even less knowledge of what the role entails even in the running for a “senior” position?
It depends on the position, I suppose 🤔

Do you have an alternative candidate to offer the role to?

Or would you have to re-advertise?

Have you taken up references? That could give you an indication of their work ethic (which is what’s in question here, ultimately - are they willing to put in the work to be able to learn and do this new job effectively).

@Chattenoire Well that makes sense but even so he must know he's not an immediate fit so some effort into showing his understanding of the role and what he would do to be able to work up to it. It would still be a red flag to me (I'm a recruiter).