Every employer or recruiting agency wants to employ the best, highest qualified and most suitable candidate for a job.
But the hiring process is not easy. Candidates who say the right things and offer the best resume are often a wrong choice resulting in nothing but misery to their colleagues.
The main goal is obviously to find employees who are willing to work hard, cultivate a positive attitude, and play a role in meeting your business goals. In this guide we are sharing some advice on the best way to find candidates that fits your business and projects to perfection.
Tips On How You Can Find The Best Hire
Keep in mind that there are different ways of how the hiring process goes. It is also important to be creative in the process when it comes to finding the right kind of people. Here are just some things to consider when you are tasked with the responsibility of hiring people to work for you:
Know their real aspirations and goals: If there is one thing that a hiring manager must know about, it’s the job applicant’s goals regarding their future. What are their professional goals? What do they see themselves doing a year from now? Five years from now? You are looking for someone who might be willing to grow within the company. That way, they can be able to stick around for a long time and work in various high-level positions (or if they feel like it, they can take on a high-level position elsewhere but leave on a positive note if and when the situation warrants it).
Screen them right: There are hiring managers that won’t even bother contacting a job applicant’s references. And that’s not a smart thing to do. No matter how desperate you are looking to fill a position, it’s good to get in contact with the applicant’s references so you can gather intel on who the candidate really is and whether or not they are really a good hire or not. The applicant can say what they can say, but the references can either match it or tell a different story.
Get them to discuss their past successes and failures: Knowing about a job applicant’s handling of their past successes and failures can tell you a bit about them. So it’s important to make a note of what they have accomplished. But don’t take a lot of stock into their past. Anything could have changed between then and now. And a job applicant may have learned their lessons of the past and applied them to the present.
Use your better judgment without saying a word: We all know not to judge a book by its cover. But this is easier said than done. Many candidates you interview will be quite the opposite of what you might expect from their resumes. Many resumes are also altered to seem impressive when the actual skills are lacking. It is important to test a candidate’s competency through comprehensive questioning. It is also important to communicate directly with a candidate to see if the candidate is a suitable personality for your business vibe.
Test their competence: To test a candidate’s competency you will need to compile a questionnaire prior to the interview. This is especially important if you are a recruiting agency who might not contain in depth knowledge on a specific career or job. The questionnaire should test the candidates’ understanding of the job as well as relevant concepts surrounding the position. You can also include questions about the candidate’s experience with specific scenarios to see if they are worthy candidates.
Ask them thought-provoking questions: It’s important to make the interview process as thought-provoking as possible. Get them to take a simple challenge that involves a problem that can be solved with ease. You can also ask them questions relating to situations that could occur assuming they were already hired. Be creative with the questions but don’t make them complex. You can be able to get a good read on their character, their problem-solving abilities, and anything that may be pertinent to the job at hand.
Drop any bias you may have: Sure, going to a fancy Ivy League school is nice. But that doesn’t mean they should have favorability over someone who went to a four-year college that isn’t Ivy League or prestigious. This is another reason why you should dig below the surface when interviewing or screening a job candidate. One of the best ways to find out if a candidate is worth their salt is to question the experience level. In many cases, experience is better than book knowledge. For young candidates who might not have much experience you could compose a questionnaire that tests their understanding of duties relevant to the position.
Don’t be afraid to use your instincts: Let’s say the interview is going well. But something doesn’t seem right. You feel a bit uneasy and could not put your finger on it. At this point, it would be ideal to just wrap up the interview when necessary. If anything, when it comes to the hiring process it’s always good to trust your gut over logic each time. So if your instincts tell you that this might be the right fit for your business, act on them.
Be patient: Not every job opening will be filled at the snap of a finger. It’s important to take your time when you are covering your bases. Talk to the references, screen an applicant’s past work history, go over the interview notes that you took, and make sure that you weigh what you like or didn’t like about each candidate.
Nothing is easy to do when you are trying to hire the right kind of people. And it will be in your best interests to use the tips above so you can be able to screen and hire the right people who will be a great fit for your company. Keep in mind that the hiring process may take some time depending on how it’s all set up. But with just enough patience and the ability to screen each candidate at a steady pace, you will find someone who might fit the mold soon enough.