Business / 12 Dec 2022
Hiring employees is a critical process for an organisation, because it is eventually the cohesiveness of the team that helps the company head towards the right direction.
The recruitment team of an organisation needs to take a practical and effective approach to hiring the right employees. Remember that perfect resumes, strong references, and scripted answers do not guarantee that you will get an ideal employee.
Hiring an employee is not about finding a candidate following a traditional resume-screening approach to fill the position. In any business, its employees are the most valuable asset and based on their hard work, skills, and efficiency, an organisation grows in the long run. This is why choosing the right employee is so critical.
One wrong move in the hiring process might lead to stress and issues that can pull back an organisation from reaching its potential. Conversely, hiring the right person will take a business on the accelerated growth path towards an even better future.
The right employee meets all the skills and behavioural requirements for a position. Typically, an ideal candidate has the technical knowledge, soft skills, and flexibility to adapt to the work culture and interact with the team effectively.
A candidate who can fulfil all the job responsibilities and has a positive mindset brings many benefits to a business.
Check out the tips below to hire the right employee who can help to achieve your organisation’s goals, improve employee morale and promote a positive work culture within the company.
Outline the job description
Outline a clear and accurate job description. This way, only candidates with matching qualifications, skills, and experience will try to apply for the job.
A hiring strategy includes posting the job opening online, questions to ask the candidates and aligning with the person responsible for interviews.
3. Pre-screen candidates
Save your selection time by pre-screening candidates instead of scheduling an in-person interview with all the candidates.
4. Verify references and background
Reference checks are one of the oldest and best ways to get to know a candidate in the eyes of his or her. If you are able to find people who know or have worked with the candidate, that could be an additional source of information too.
5. Conduct a test
Conduct a test or assignment to ascertain whether a candidate has the skills required for the job position.
6. Think differently when asking interview questions
Most applicants come for an interview prepared with scripted answers. Asking unique questions will test their knowledge and presence of mind.
7. Encourage candidates to ask questions
Encouraging candidates to ask questions or state opinions will help you assess their preparedness.
8. Watch out for warning signs
Some warning signs of a candidate’s behaviour could be coming late for interviews, dressing unprofessionally, lack of focus, or talking negatively about previous employers.
9. Schedule a panel interview
After an initial screening, you can schedule a panel interview to see how they interact with a group of people.
10. Take your time to pick the right candidate
Do not hurry to fill a position. Take your time and carefully select a person who fits the job description and corporate culture.
11. Look beyond the CV and resume
Besides looking at all the paper qualifications, try asking about the candidates' interests, priorities and career goals. This can help you assess if the candidate should also be considered for the position.
Here is a checklist regarding how to interview prospective employees:
✅ Decide on interview questions the HR recruiter will ask during the initial interview over the phone or via video call.
✅ Make a list of behavioural interview questions for the panellists during the in-person interviews.
✅ Assess candidates based on experience, skills, communication ability and cultural fit.
✅ Make a list of questions that will closely mirror the most important traits of an ideal candidate.
✅ Have a candidate assessment form where interviewers will mark their ratings.
✅ Make a list of shortlisted candidates to appear in the second round of interviews to test for a cultural fit.
✅ Make a unanimous final selection call to select the right candidate through a formal or informal discussion.
Feedback on the candidates
Review the feedback from interviewers and their ratings on the candidates.
2. Intent to solve problems
Is the candidate a problem-solver? If the person can solve problems, he/she could be a worthy candidate.
3. Ability to do the job
Assess whether a candidate has the appropriate training and skills to do the job.
Can the candidate collaborate and work beyond departmental boundaries to find business solutions?
5. Growth mindset
Consider a candidate who will consistently improve his or her skills and look to grow within your organisation.
6. Culture fit
Evaluate a candidate’s characteristics and the potential to fit your company’s culture.
7. Leadership potential
Do you see a candidate who has the potential to lead a team in the future? If the answer is yes, this might be a good consideration for a potential candidate too.
Related articles: https://goget.my/blog/7-cost-effective-recruitment-strategies
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