Methods to help hire the right person for the job

07.19.2013


Methods to help hire the right person for the job
Methods to help hire the right person for the job

The hiring process can be time-consuming and expensive, and between countless resumes, dozens of interviews and hours of decision-making, it sometimes seems easiest to pick a potential hire who looks like they've got everything desired on paper.

Not so fast; not all employees who look good in interviews can show results in the workplace, and hiring the wrong person can be a costly mistake, wasting your time and sending you right back to your resume pool. Luckily, there are ways, including partnering with a staffing agency, for employers to get a better grasp of applicants' true skills that can help get the right person in the right position.

Resumes and interviews are all well and good, but may not give the perfect insight into whether or not a candidate will succeed; a potential employee in theory can falter in the field, sending you back to the drawing board. Screening the cream of the crop with tasks or projects resembling what they'd do in the actual position is a great way to confirm a potential employee is truly the right fit for the job, according to Upstart Business Journal.

A staffing partner can help design a test or sample project for candidates to fulfill, making them prove their ability and strength in an environment similar to what the job asks of them, and helping to separate the contenders from the pretenders, even if it's only a short process. The end results will show who is prepared, able and willing to do the work required of them much better than a simple interview process, making your decision easier and more foolproof.

Don't play softball, or hardball, with applicants
Their experience might look fantastic, their work may appear spotless, but it's important to avoid optimism and promise in a potential interviewee outweighing realistic factors that more accurately indicate success in the position. Instead of being overly enthusiastic, spending too much time detailing why they should be interested in the job or asking unrelated questions to determine their personality, stay focused on their skills and why they'd be a successful hire.

Thorough examination of their abilities is another way to securely know how able a candidate is to perform a job. While finding their quick-thinking abilities and whether they'll fit in with the company is an important factor of any interview, learning about an applicant's background and making sure their history checks out can't be ignored. While the experience can be time-consuming and less than exciting, it's an important way to ensure your dream hire is who they say they are. Without knowing their past, you can't be certain about their future.

Consistency and flexibility are key
Remaining consistent while interviewing all candidates can be a challenge, but by keeping a level playing field for every applicant you interview, it'll be easier to compare and judge their abilities in the position. The news source recommends having finalists for a position interview with more than one person, preferably the people they'd be closely working with. By having each candidate engage with their potential coworkers, you can get a better idea of how they'll fit.

However, remaining flexible toward candidates' needs shouldn't be overlooked. Instead of requiring applicants to fill certain pre-set roles such as set working hours or certain factors, which may automatically disqualify many great candidates for a position and have the potential to be discriminatory, finding what conditions under which they'll work the best may help find a truly outstanding employee, according to a blog post by Oregon Business magazine. Showing good will toward an employee may make them more loyal and create a positive experience from the outset.

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