Finding the right person for the job can be stressful.
You read their resume, call their references and like the connection you establish during the interview. Then disaster strikes! The individual is frequently late, already asking for a pay rise and not gelling well with the team. This is a common story amongst managers and recruiters, however, for small business owners a setback like this can be disastrous.
If only there was a way to avoid these situations or minimize the risk of hiring the wrong person. Well, you are in luck! In this week’s blog, we discuss 5 tips on how to hire the right candidate.
1. Assess their credentials for the job
Although this might seem obvious, it is important to establish whether a candidate has the experience and skills needed for the position. Although a candidate may have a glossy resume, boasting several titles and a wealth of educational experiences, it is important to not get distracted and think logically about whether their experience can be applied to the position. For example, although the candidate has a strong background in marketing, which you think will eventually be useful, do they have a strong enough skill set to perform the position at hand? It is important to understand what characteristics are most important to you and what experience is needed to perform a job.
2. Perform a social media screening
This is an imperative step! Gone are the days of simply reading a resume and phoning a reference, investigating social media channels is a must. Did you know that 57% of hiring managers check the social profiles of their candidates, with some stating that their research has caused them to eliminate someone from their shortlist (O’Brien, CNBC, 2018). Examining someone’s behaviour online can help you determine if that person is a good cultural fit for your organization. Applications such as Linkedin can also help you verify academic achievements and previous job titles. Another useful feature of Linkedin is the ability to have your skills such as critical thinking, editing or project management ‘endorsed’ by colleagues. Thus, giving employers another level of verification.
3. Follow a system for reference checks
Reference checks are one of the best ways to understand how a candidate applies the skills they have outlined in their resume. It is also a great way to get to know how the candidate performed in a workplace, handled stress and what they contributed to the team. go2HR advises that asking every reference the same questions will give you a well-rounded, informative description of the candidate.
4. Seek advice from your team
It is always valuable to seek advice from the people who will actually be working directly with the candidate before commencing the interview process. Understanding what skills and characteristics would be desirable in a new hire from your current team members can be incredibly valuable. Perhaps the team has noticed a weakness in the team or how a particular skill could be of significant benefit. Your team can also help you understand what kind of person would fit in well with the company’s culture, what personality traits or characteristics would make them a pleasant addition to the team.
5. Shake up the format
Most candidates have grown to expect the same routine questions conducted in the same formal office setting for job interviews. This makes it harder to get to know the candidate as they have rehearsed their answers over and over to perfection. Throwing in some different questions is a great way to spice things up and get an insight into what a candidate really thinks. Switching the scenery to a local coffee shop or even a restaurant is another way to shake things up. This is also a great way to witness the candidate’s behaviour and etiquette which can give you a more in-depth knowledge of their traits.
Expanding your business and welcoming a new team member should be a time for celebration and excitement, not stress and anxiety. Next time you are seeking a new employee, use these tips to help guide you through the selection process. You will be sure to find a candidate who is the ‘perfect fit’.
