3 Tips to Hire the Right Candidate

Manage HR Magazine | Friday, January 03, 2020

More often than not, there is more than one decision making authority in a company, and each of them may differ in opinions, making it even more challenging to come to a consensus on whom to hire. However, there are a few practical ways that can help authorities filter the right candidates from the talent pool

Fremont, CA: Hiring the right talent is the key to optimizing business functions across all sectors. There is an abundance of immensely talented candidates out there with more than the required qualifications, and filtering through them to pick the most suited one can be a very tedious task. Written tests, interviews, and psychometric analysis is a combination that is commonly used to help decision-makers in identifying candidates that have long term potential. More often than not, there is more than one decision making authority in a company, and each of them may differ in opinions, making it even more challenging to come to a consensus on whom to hire. However, there are a few practical ways that can help authorities filter the right candidates from the talent pool.

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 Here are three tips that can help you identify the right candidate for your business.

Conducting Effective Interviews

Generic questions derive generic answers, and professional interviews tend to turn into a series of generic questions. This is not at all helpful in the filtering process. This is a sign of the lack of interest from the part of the interviewer. They tend to ask a set of preconceived questions for which they expect a set of answers. At the same time, the interviewee is looking to land the job and prepares only to impress and comes ready for the same with canned responses. This neither gives insights into the character of the candidate nor does it display signs of his true potential. Organizations must develop a culture where they make candidates think before answering and draw insights into their personality in the process. It is often overlooked that a candidate is an individual, and their character can either add value or make a negative impact on the company. By understanding the candidate, decision-makers can visualize whether or not the candidate is the right fit for the role in question.

Present the Challenges Upfront

In most cases, candidates are informed only what they need to know about the company, a common trend. However, if you are looking for an employee who can contribute to the long term growth of the company, it is best to disclose organizational challenges, limitations of the position offered, and the areas for improvement in the company. If the role in question requires change-making and innovation in the existing process, then being transparent is all the more beneficial. Discuss the workplace environment with the candidates, and let them decide for themselves if they will be comfortable in the said workplace. Show them the office set up, where they are likely to be positioned, and whom they will have to deal with regularly. Show them the amenities the company has to offer. This will give them insights on the kind of discussions, briefs, and interpersonal communications that happen regularly. Hiring the right talent is complete only if you allow the talent to make the right decision.

Steering Clear of Ambiguity

Candidates need clarity on what is expected of them, and authorities need clarity on whether the candidates can live up to those expectations. Outline the candidate's duties and roles with utmost transparency, and find out from them if they feel confident about carrying them out, and if they find these expectations within reason. Allow a new manager to meet and greet their future team. This instills a better understanding of the group and highlights what the future challenges the manager has to overcome are. Managers also need to be aware of the support system in place for them in the form of a team while also being empowered to bring required changes and optimize the team once they take up the position.

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