1. Look for a career oriented person
One of the more fine aspects you need to consider when hiring a new employee is their commitment towards developing their own career and growing as a professional. As they have an idea as to what type of position they want to be in down the road and what they need to learn or accomplish in order to be qualified for that role. If you have a candidate who is trying to jump into multiple careers, or who has been quick to jump ship and work for several companies in the past without valid reasons, then maybe you shouldn’t hire them.
You want an employee who is going to be loyal to the company, someone who focuses more on their satisfaction with the job they are in today and who will view your job as an opportunity to promote their career and be an asset to the company at the same time. If their job history is unsettled, you should proceed to look at other candidates.
2. Asses for practical experience
Ideally, you should hire a candidate who is both professional and experienced in your line of work. However, more often than not, you will not come across a skilled candidate. It’s important to be able to properly evaluate candidates during the interview process, especially those who may not have much experience in your company, but who have transferable skills that can allow them to excel at your company.
You also save time and money when it comes to their coaching or training. If a candidate doesn’t have the mandatory practical experience you are looking for, they will need more time to fit in and learn all the nuances of the job. Of course, every new employee needs to proceed through an adjustment period, but you want to keep that period as short as possible.
3. Test your candidates
One of the best ways to improve your recruitment process would be to implement various methodologies that can provide you with a much comprehensible picture as far as learning abilities and analytical skills of the candidate are concerned. It goes deeper than looking at a candidate’s resume and making a decision based on that alone.
Even if their resume is outstanding, and they come off as confident during the interview, it is up to you as an employer to test potential employees, because screening tests will help to predict the performance of the candidate based on skills testing and offer a way of controlling both the quantity and quality of the candidates.
Also, you will gain a better insight into how creative they are when presented with a new challenge.
4. Determine strengths needed for the position
It is important to find employee strengths and weaknesses. Every employee has their own unique strengths and weaknesses, or things that they excel at and things that they may need a little bit of extra work at as most jobs nowadays are stressful to a certain extent. If you are hiring someone to do a job which is repetitive in its nature, you will need to determine whether the candidate will require to stay motivated, even if they are required to perform the same actions over and over again. If an employee is going to blaze out quickly under stress, despite having a brilliant CV, then they are probably not a good fit for the job.
5. Consider culture fit
The most important thing to consider when hiring a candidate is their ability to fit in and adapt to your company’s culture as your company culture is what makes your company shine. This means their social skills need to be expanded enough, so they don’t disrupt the positive atmosphere in the office. Rather, they should only add to it. Since nearly every job involves working with other people, as well as communicating with clients, you’re going to want to hire a person with strong social skills.
Check their work historical events and through your interview questions make sure they aren’t prone to conflicts in the workplace. Then if possible, find out how they got along with their former workmates and bosses when you conduct reference checks. That should help you to paint a complete picture of every candidate you interview.
6. Keep improving your hiring process
Potential candidates are not the only thing you should center on if you want to hire the best person for the job. Good metrics and analytics can help you identify obstruction in your recruitment processes. You need to work on your recruitment process and make continuous changes and twist it until you get it right. For example, some companies have their recruiters asking magic bullet questions, whose purpose is to catch the candidates off guard and test their analytical skills.
A more efficient technique would be to focus on obtaining relevant information about your potential candidate, such as their qualifications, experience, social skills, as well as their ability to learn and succeed. Also, it is up to you to attract the honest candidates by making all of the job requirements as clear as possible. Another good idea would be to get other individuals involved in the hiring process.
7. Consider bringing on an intern
Depending on the size of your company, you may want to attract an intern as an interim solution. This is one of the greatest ways to find the best candidate for the job. After tracking their progress, you will know everything about them: their intelligence, skills, ability to cope with stress, social skills, and weaknesses. In fact, you will get to understand them much better than any candidates you just interview.
And if you do decide to recruit interns, don’t just have them run errands for you. Decide what you want the Intern to do and give them some actual work. Create an Internship work plan and expectations. so that you can measure their abilities and prepare them for actual work, in case you decide to hire them. Plus, you will save enough time by hiring someone you already have in your company, instead of going through an extensive hiring process.
8. Run social checks
Social media background checks can reveal things about a candidate that might be more difficult to find through job interviews and background checks as it pays to get to know your potential candidate as a person, asking personal questions is not the best solution, because they may feel uncomfortable. Still, what you can do is review their social media presence across all major platforms.
Visiting someone’s Facebook, Twitter or Instagram page will help you learn more about the candidate, and their LinkedIn profile may provide a better insight into their skills and experience than their resume. These days social media accounts can be a great place to find new employees, and invite them for a job interview.
As you can see, discovering the best possible candidate is a complex and time-consuming procedure, but it’s well-worth the trouble and something which will pay dividends in the future.