One of the most challenging jobs in the corporate world is hiring the right candidate who can act as the perfect wheel to complement your company’s work.
Although sifting through CVs and conducting interviews seems like a manageable task, looks can be deceiving, especially when it comes to corporate responsibilities.
Hiring the right candidate can sometimes boil down to an impressive list of academic and non-academic qualifications. You must factor in several other elements to narrow your choice to the most suited aspirant. But how do you do all of that? Read on.
Let’s delve into the complicated undertaking to uncover how to hire the best candidate for any particular job description. Let’s get started!
Talk with Candidates like Shopkeepers
One of the best and somewhat unconventional ways of finding the right candidate is to ensure that you present the best version of your company to the interviewees instead of expecting it to be the other way around.
Just as you are looking for the best candidate, every candidate is also looking for the best company for themselves! Letting them know that you are excited to have them participate in the selection process can help you differentiate between an equally excited candidate and someone uninterested.
In the same way, if you expect your interviewees to be on time for a meeting, you should also take care of their time. Adopt a respectful and motivating demeanor, understand their ambition to work in a progressive company, and you are bound to find someone who will give your company their best!
Let Your Job Description Truly Describe You
Before you have a chance to interview your candidates and present yourself and your company, make sure that your job description is clear enough to bring you the right candidates. Make it as simple and precise as possible, clearly outline the job responsibilities, and jot down all the job benefits side by side. Job descriptions that are stingy in the job benefits section end up attracting the most unsuitable crowd!
You must also include all the academic qualifications, soft skills, and extracurriculars necessary for the job opening you are hiring for. Doing this can transfer a big chunk of your responsibilities over to your job description, most of which constitutes narrowing down the best candidates. For instance, if you’re hiring a content writer, include a detailed account of the SEO, copywriting, or keyword inclusion skills you may require, along with the average pay rate!
Go for a Career Oriented Individual
No matter the job description, the best professional for a job is career-oriented and willing to consider their company a work family. They must be ready to prove their worth as an asset to the company and consider the job an opportunity. I want you to know that your goal is to find an applicant with the drive to take your organization to the next level.
Although dismissing candidates with multiple career choices under their priority list is not sensible, hiring someone trying to do their best in various careers may allow them to give your job opening their all. Perhaps they have had a side hustle or are working remotely and have yet to have the chance to work with an organization committed to investing in them.
Prioritize Practical Experience Over Academic
Although, superb academic performance, college degrees, and courses are all great, but nothing compares to practical experience in the field. So if you are torn between a candidate with immense academic experience and the other with considerable functional expertise in the field, choosing the latter is a sensible choice.
Hiring someone who brings practical experience to the table translates to choosing someone who can easily mingle with your workplace guidelines, shoulder the responsibilities, and face minimal issues in their position. You can also save considerable time and money on the necessary training for the opening. Every new employee requires a mandatory adjustment period. Still, it can surely be reduced if you hire someone experienced and use effective methods to train and develop their skills to boost productivity.
Don’t Be too Anxious about Their Past
If something about a candidate’s CV strikes you as odd, ask them about it respectfully instead of making assumptions. They may have a genuine reason for leaving their previous job or jumping from one position to the next in the last couple of years.
It would be best to focus on something other than the past simply because you are hiring for the future. If a candidate answers your position-related questions eloquently, you must give them a chance just like the others.
Don’t Get Impressed Without Testing
Although a resume accurately depicts an individual’s professional career, you should not get too impressed with their qualifications without testing them first. The proper test can offer an in-depth understanding of where they stand as professionals, helping you paint the right picture of their potential contribution to your company. You can also gauge their analytical, learning, and problem-solving abilities this way, making this a better option than solely relying on a curriculum vitae.
Even if a candidate has a strong CV and performs well in the interview, testing their skills can save you considerable time. The use of an AI tool for filtering candidates may help you in this process. It may take some time to come up with the right testing material and conditions for a position, but it is so worth it in the end!
Look For Strengths
Jobs are not all about academic qualifications and practical experience; they are also about the proper skill set and emotional quotient. You cannot hire someone with a low confidence level for jobs requiring constant interaction and communication simply because the strengths of the candidate and the position do not coincide.
For reference, if you run a customer care support center, you should hire customer service representative candidates with eloquence, patience, and the necessary soft skills and emotional strength to deal with all kinds of callers. Similarly, professionals in IT should hire aspirants with exceptional problem-solving capabilities and the ability to undertake complicated tasks on a narrow deadline.
In the same way, if you are looking to hire someone for a job with repetitive responsibilities, please make sure they are entirely aware of the burn-out-inducing job responsibilities and are aware of elements that can keep them motivated. If a candidate appears to have a low patience level, they may fall prey to this Sisyphean fate!
Summing Up
Hiring the right candidate involves listing educational qualifications and counting practical experience. No matter how simple it may seem, hiring the best person fit for a particular job position requires a unique blend of abilities able to fathom an individual’s expertise, strengths, soft skills, and personality.
But just because this job is challenging does not mean you should take it lightly! You can consider several elements to choose the best candidate and save your company time and money. Our guide can help, so keep a copy on your interviewer’s desk in the next round of interviews!
Happy hiring.
Author Bio
Janil Jean is a top management executive, digital marketer, and blogger. She loves to write about brands, business management, self-development, and education for all. She’s the owner of several blogs, including Business School Hub. Connect with her on LinkedIn and Twitter.
Frequently Asked Questions
What is the importance of a clear job description?
A clear job description sets clear expectations for potential candidates and guides them to understand if they are a good fit for the role.
How can I assess a candidate’s long-term career goals?
You can assess a candidate’s long-term career goals by asking about their future plans and aspirations and how they see the role fitting into them.
Why is practical experience necessary in hiring?
Practical experience provides a more accurate indication of a candidate’s ability to perform in a specific role. It also suggests that the candidate will require less training and adapt more quickly to the job.
How can tests help in the hiring process?
Tests allow you to assess a candidate’s problem-solving skills, creativity, and ability to perform under pressure, providing a deeper understanding of their abilities beyond what is listed on their resume.
What should I look for in a career-oriented individual?
A career-oriented individual is likely to be committed, motivated, and willing to grow with the company. They see the job as an opportunity to contribute to the company’s success while also advancing their own career.
What is the role of a job description in the hiring process?
A job description serves as a guide for potential candidates, helping them understand the requirements and expectations of the role. It also allows employers to evaluate candidates based on the outlined criteria.
How can I make the interview process more engaging for candidates?
You can make the interview process more engaging by treating it as a conversation rather than an interrogation. Show genuine interest in the candidate’s experiences and aspirations and allow them to ask their questions.
Why is it important to consider a candidate’s career goals during hiring?
Considering a candidate’s career goals can help you assess their long-term commitment to the company. Candidates who view the job as a stepping stone in their career will likely be more motivated and dedicated.
What is the advantage of hiring a candidate with practical experience?
A candidate with practical experience is likely to adapt more quickly to the job and require less training. This can save the company both time and money.
How can tests be used in the hiring process?
Tests can provide a deeper understanding of a candidate’s abilities beyond what is listed on their resume. They allow you to assess the candidate’s problem-solving skills, creativity, and ability to perform under pressure.
What should I do if a candidate’s resume raises some concerns?
If something on a candidate’s resume raises concerns, it’s best to ask them about it directly during the interview. They may have a valid explanation for any issues, such as gaps in employment or frequent job changes.
What qualities should I look for in a career-oriented candidate?
Career-oriented candidates are typically motivated, committed, and willing to grow with the company. They view the job as an opportunity to contribute to the company’s success while advancing their own career.
How can I make sure a candidate fits the company culture well?
You can assess a candidate’s fit for the company culture by asking questions about their values, work style, and preferences. It’s also helpful to show them a realistic picture of the company culture and observe their reaction.
What should I do if a highly qualified candidate performs poorly on a test?
If a highly qualified candidate performs poorly on a test, it’s worth conversing with them about the results. They may have had an off day or needed to understand the instructions. The test results should be considered alongside other factors, such as their qualifications and interview performance.
What is the importance of soft skills in the hiring process?
Soft skills like communication, teamwork, and problem-solving are crucial in most jobs. They can be more complex to teach than technical skills, so it’s essential to consider them during the hiring process.
