Multicolored wheel divided into 7 equal sections Recruitment, Training and Development, Benifits and Compensation, Communicating, Employee Relations, Recordkeeping, and Health safety and security with Legal compliance written on the outer edge and company strategy in the center, recruitment is emphasized

Key Steps to Follow for Finding the Best Candidates and Right Hire

Question:

I’m looking to fill a open position. How can I find the BEST candidate who will be the right hire?

Answer:

This is the million-dollar question when interviewing!  The resume is the first impression of the candidate, which can be a good one or a bad one.  You think it’s a great feeling when you post a job and get a big response from candidates, only to find out none of them are a fit or who you are looking to hire!  The resume does not always tell you the true story of the candidate, let’s be honest there is some “fluff” added to make them stand out and sound like the best candidate for the open position.  How can you get past the “fluff” and see the real potential the candidate has?  We have to go beyond the traditional hiring and look beyond the resume to find the right hire.

Follow these key steps to find your next hire!

  • Develop clear hiring criteria.

Sometimes or many times we will let our emotions get in the way of making a sound hiring decision.  To keep this from happening, make sure you have clear hiring criteria with a complete list of skills and personalities you are looking for in a candidate.  Make sure to note what you are “not” looking for to know when you see it and to avoid a bad hire.  Keep your emotions out of the hiring process.  If in doubt, refer back to the hiring criteria to verify your decision.  Checking this step will ensure that you are making the right hire!

  • Write follow up questions to be included with the candidate resume.

If you are just using the resume to make a decision, you will be falling short of learning all the candidate has to offer!  Include questions for the candidate to answer that will help you help you make the right decision.  You are probably thinking, what should I ask?  Keep the questions short, brief, and specific about what you want.  An example question for a sales candidate could be “How do you sell?  Be specific but limit your response to two or three paragraphs.”  This is a good way to see if they can follow directions.  If they do not, this may be a reason to not move forward with this particular candidate.

  • Use experiential interviews to find the right fit.

There are so many resources for candidates to use to prepare for the in-person interviews.  You can learn how the potential candidate will perform the job by asking them to do the job.  Have the candidate demonstrate how they would sell, write a computer program, or how they would solve a problem.  Ask these experiential questions based on the job the candidate is applying for.

  • Ask candidates how they handle failures during the interview.

We all know we have had some failures in our past jobs but look for honesty in sharing the failures.  If the candidate does not share failures, this could be a red flag.  You want honest employees and if they cannot “own” failures, then are they are not going to step up and tell you if you have an issue or problem once they are hired.  You should be looking for transparency with your employees, so be on the watch out for those honest and transparent employees!

These steps will make your next hire a little easier and provide you with a clearer picture of who you are hiring!  You don’t have to be blindsided in hiring as long as you have the tools in place to help you make the right hiring decisions.  There is relief that following these steps will keep you from being blind-sided when an exciting candidate turns out to be really disappointing.  The bottom line, according to Inc., is that the employees you hire are only going to be as good as your interview process.  Put a plan in place, and make sure it’s followed for every interview.  Good luck with finding your next right hire!

 

Recruitment is a critical HR function. strategic HR inc. knows that finding and keeping talented employees is the key to company survival.  That’s why our Talent consultants utilize a variety of resources to help clients source, screen and select the best candidates and employees.  Please visit our Recruitment page for more information on how we can help you effectively and efficiently find your next employee.