Hiring the right employees is key to running a successful business, and any business owner will attest that their employees are their greatest asset. However, finding the perfect candidate for a role can be a complex process, and the wrong decision can hurt your customer base, efficiency and profits in the long run. Here are 10 important factors to consider when looking for the perfect candidate to take your team to the next level.
Experience and Accomplishments
As a recruiter, you are no stranger to resumes and the similarities in education, certifications and experiences between qualified candidates. So, how can you determine which candidate is the best fit for the role? Rather than focusing on their knowledge and skills, direct the interview conversation towards the candidate’s experiences and accomplishments. Ask questions such as:
- What relevant projects have you started or completed?
- What have they done that is unique?
- How did their work impact the company’s bottom line or help them grow?
This will give you better insight into the applicant’s ability to drive results and bring their unique experiences to light.
Candidate’s Potential
When going through candidates, you may encounter some people in the early stages of their careers with little track record. They may be recent university graduates or people with only a few years of relevant experience. Sometimes, it’s worth taking a chance on a candidate who shows potential. While they might not have years of work experience under their belt, they could still grow into top performers and prove to be an excellent asset for the company.
Hard Skills
Depending on the role you’re interviewing for, there may be some non-negotiable hard skills that the candidate must have. Hard skills are measurable, easy-to-define skills that an applicant may have learned at school or past jobs. Unless you’re prepared to provide the necessary training, candidates without the right skills may not be able to perform on the job.
Soft Skills
Soft skills are harder to measure, but they’re just as important. Consider what kind of soft skills an ideal candidate should have to make them successful in the role. For example, communication skills, time management skills, presentation skills, team player mentality, and work ethic are all soft skills.
Cultural Fit
Company culture is the company’s personality. Having a good cultural fit can make or break an employee’s experience and affect their ability to perform to their full potential in any business. Some companies have a culture of working late to get everything done; others have a culture of leaving on time and emphasize healthy work-life balance. Whatever your company culture may be, consider how the candidate will fit in and be sure to ask questions about what they look for in a work environment.
Background Check
A background check helps you make better and more informed hiring decisions, and it’s a proactive way to minimize any risks in the process. There are three key areas that employers should consider before hiring someone:
- Verify that the candidate meets all legal requirements and obligations to work in the offered position, for example, their right to work, identity checks and public safety clearances.
- Verify qualifications, experiences and achievements- reference checks and credential verification. These will ensure the candidate has the required knowledge and skills to perform in the role and give an insight into the applicant’s integrity.
- Other checks that protect the safety of your business- criminal record checks and social media searches. These are particularly important if you’re hiring someone in a position of trust, working with children, or handling sensitive information.
Body Language And Speech
Candidates tend to be on their best behaviour during an interview, so you need to be more attentive to the information they are subconsciously projecting. Their body language will give you valuable insight into how they’re feeling, their confidence in their answers, and how truly interested they are in your offer. Their language and choice of words will provide you clues about their personality, values, and how they relate to others in the workplace.
Candidate’s Questions
A good interview should feel less like an interrogation and more like a two-way conversation. Take note of the types of questions the candidate asks during the interview. A great applicant should have questions about the role, your company and its culture. Thoughtful questions show the candidate’s level of interest in the company and the role.
Feedback From Team Members
It can be good to have a few team members interview the candidate and involve the line manager as much as possible during the hiring process, as they are more familiar with the job and the team’s needs. Finally, get valuable feedback from colleagues who interacted with the candidate outside the interview. For example, how did they treat the front desk employee? What was their first impression of the candidate?
Implement A Trial Period If Necessary
You may consider implementing a trial period into your recruitment process to see your candidates in action and assess how they work and their efficiency. It will also provide you with valuable insights into how they react to challenges and interact with the team. It is the ultimate test to reveal whether they are the right fit for the job and the company.
These considerations can help you hire the best candidate who is more likely to stay in the company and continue to add value for the long run. By making the hiring process relevant to the role and the company’s core values, you can feel confident that you found not just a good candidate, but the best candidate for your business.
Author’s Bio
Karthik Talwar is a content writer for BreezeMaxWeb that helps businesses showcase their brand through enticing copy. When he is not working, he enjoys exploring new places and trying new foods.