Posted

Now that you’ve spent countless hours reviewing resumes and interviewing candidates, you need to make sure you’re hiring the person who’s the best fit for the job—and not simply the best interviewer. By making sure you have the right recruitment process, you can guarantee you’ll be hiring the most talented candidate with the best qualifications.

 

Clear job description

If the job description you post isn’t clear and accurate, you risk wasting your time with irrelevant applicants and resume spammers. Make sure you know exactly what type of employee you need and be open about the requirements and expectations so you attract only the most qualified candidates.

 

Identify the ideal candidate

Think about the five primary tasks you need this employee to accomplish in the first year and the behavioral traits best matched for those tasks. Look for those behaviors during the interview or other screening activity. Do they need to be really social and responsive to customer needs? Then observe interactions with everyone they meet. Good problem solvers? Give them a problem to solve. Have them deliver a sales pitch, write out a project plan or analyze customer service data—whatever’s most similar to the job you’ll need them to fulfill.

 

Out of the interview zone

Consider taking a candidate out to lunch with team members and observing their social skills. Or choose an activity that aligns with your company culture to see how well they fit in. Maybe a cooking class so you can see how they handle learning a new task. Are they a team player, enthusiastic about people and relationships? Do they seem to be curious and ask good questions?

 

Consider an intern

If your company can handle it, consider hiring the candidate as an intern first. Give them actual work to do in order to really monitor progress. It’s a much cheaper way to learn about their intelligence, skills and ability to cope with pressure, deadlines and client demands.

Get feedback from everyone

And finally, do your due diligence and consult with people they meet outside the interview—the receptionist who greets them, for example—were they polite? Inquisitive? Check social media and maximize feedback from references—ask about work performance, sense of humor, the neatness of their workspace, and how they handle mistakes. As you check references, note their work history to make sure they’re not prone to conflicts. You don’t want them to disrupt the positive atmosphere in your office, you want them to enhance it.

For more information on how to hire the best fit for your company, contact PrideStaff St. Pete Clearwater today.

Leave a Reply

Your email address will not be published. Required fields are marked *