7 Tips to Choose a Right Candidate
Hiring is one of the most stressful processes that every business has to face it. Hiring the wrong person could put a significant dent in your revenue. So, how do recruiter ensure they hire the right candidate who has the best chance of being successful in their career?
Many companies have limited understanding about their own strengths or strengths of other within the organization, what those skills mean and how to embrace them. Therefore, it is crucial to identify candidates who have the necessary skill set and the values that can assign to the culture of the organization. Consequently, recruiter hard to choose the candidate that perfectly matches the job position.
How does the recruiter choose who to interview?
As the recruiter doesn’t know who you are, they just can get the information about you through your cover letter and resume. They will fully evaluate the applicant and decide which candidate is most suitable. In some cases, the recruiter will use cover letter and resume to screen to ensure those candidates is related to their job. In order to increase your chance to get an interview, you need to provide the best cover letter and resume to your recruiter. Worrying about how to write a best cover letter and resume?
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7 tips to choose a right candidate for your job
Recruiter always gets trouble in choosing the right candidate. The wrong decision can cost company scarce financial resources and distract managers and staff from more productive activities. So it is essential to make the right choice from the start. By putting time and work into finding the right people, you will improve your chances of hiring the best performers and avoiding costly and painful mistakes.
So, here comes the most important part, what are these 7 tips to choose right candidates?
1) Quantify Deliverables During The Interview
The recruiter can create a list of deliverables expected to be achieved at the 30,60 and 90-day mark for the position before getting into the interview. During the interview, the recruiter should use this to set the expectation for the candidate to accomplish the task.
2) Pay Attention To The Candidates
The candidates’ questions always provide more insight than the actual interview. Therefore, the recruiter must listen carefully about what they say for the job. Have they researched your employee brand prior to the interview? Can they tell you what makes your culture unique? Those answer can find through the candidate’s answer.
3) Ask Subjective, Culture-Oriented Questions
Nowadays, most of the recruiter use the technologies to determine the “best” candidate. What they choose is the most experienced candidates, not the perfect fit the position candidate. To avoid this situation, the recruiter should throw out some off-the-wall culture questions and ask candidates about the specific scenarios they may encounter. Then, the recruiter will know more about detail ability.
4) Make the interview fun to let candidates be themselves
It is very difficult to get someone open up if recruiter provides ” traditional interview” posture: cold and try. Make the experience fun for the candidate by talk more, laugh more and engage more. This will show out their personality.
5) Look for the candidate with the heart
The recruiter should do the better work for filling the positions by choosing the candidate who not only have the skills at work but have a true heart for the company’s vision and mission. The candidates should be passionate for the company.
6) Use the phone interview to pre-screen
Before the in-person interview occurs, the recruiter may do the phone screen first. During the phone screen, you should flush out questions about duties, culture, salary expectations, their work history, and where you will need to devote more training time. By doing this step, the recruiter can save the valuable face time and allow you narrowing in the perfect candidate.
7) Involve others when deciding
It always proved to be an effective method to conduct the interview session with other colleagues. Listening to others opinion will help to look the candidate in different ways. They may aware of something that we were not aware of. Furthermore, allowing the candidate to familiar with their future team members and giving them an opportunity to interact with each other will give the chance to figure out whether the chemistry between them is good or bad.