You’ve screened dozens of applicants, vetted a select few through multiple stages of your hiring process, and now you’re down to the final two candidates. First, there is Daniel. Interviewing him is like playing a great game of football. You pass the question and he kicks it right back with a well-crafted answer. At times your conversation is like the perfect rally. You cannot fault his game. And on the other is Kayla. She looks fantastic on paper. But she lacks good verbal expression, any kind of game. You think she can do it, but she is not convincing you.
So who do you choose? This article is just your perfect guide. Carefully follow the few processes below and you will be on the right track to hire the best candidate.
Give Them A Problem To Solve
Start this off by making it part of the application process. Describe a problem they would be likely to face in their role and ask them to respond with how they would solve it with a minimum 100 words. Then ask those you have shortlisted to discuss their responses, by doing that you will be able to verify their skills as well as their behaviors.
Look For A Career-Oriented Person
One of the more subtle aspects you need to consider when hiring a new employee is their commitment towards developing their own career and growing as a professional. Candidates who have work for several companies in the past for only a short tenure are a no-go area for hiring. Because an employee who is going to be loyal to the company, and who will view your job as an opportunity to advance their career and be an asset to the company at the same time should be your main target.
Assess for Practical Experience
Ideally, you should hire a candidate who is both qualified and experienced in your line of work. However, more often than not, you will not come across a perfect candidate. Though, your potential candidate experience is vital because they will be able to integrate themselves more quickly and become familiar with the job. Thereby, saving time and money when it comes to their training.
Meet Them Outside The Interview Zone
It is vital to meet with your prospective candidate outside the interview zone and the way to do this is to take your candidate out for lunch with a team to see how they interact. Think about which team members you invite. The dynamics will be different if all the attendees at the lunch are senior to the candidate. The candidate may take pains to be on their best behavior in this situation, and you won’t get an accurate reflection of who you’ll be working with day-to-day.
Determine the behaviors you want to observe and pay attention. Does the candidate listen when people speak? How do they interact with the waiting staff? Are they interested in learning about others or just talking about themselves? And also get feedback from the team members they meet outside the interview.
Don’t shy away from more creative ideas, their passion factor, and their ability to ask relevant questions during the course of the interview. By making your recruitment process relevant to this few guidelines you’ll know how to hire the best candidate – not just the candidate that performs best at the interview.
