Before you even announce a vacancy, make sure that the job description is accurate. Make sure that the job description box is as specific as possible. This will help select the best candidates for the position and eliminate any confusion. Include the job responsibilities, skills, and qualifications needed for the position.
This helps candidates to determine if they are the right fit for the position before they apply, leaving the best candidates for you to review later. Take a candidate out for lunch or dinner. Going to a restaurant will reveal all kinds of clues about someone. For many leaders, this is the most important part of the interview process.
When conducting a job analysis, take some time to survey the best performers in your company. Interview them to learn the root of the types of skills, experiences, attitudes and personality traits that allow them to excel in your company. Needless to say, this data provides accurate guidance on the main attributes that your ideal candidates should exhibit. A diverse hiring team is essential to take advantage of different perspectives and opinions on potential hires.
But the challenge remains: who do you decide to hire? Well, the hiring decision process begins long before the time when the job offer is extended, with multiple people participating at every step of the hiring process. Ultimately, the person you hire will interact with a lot of people in your company, so they all have an interest in ensuring that the person is a good hire. Rethinking your interview methodology will result in a more coherent hiring process that will help you make consistent hiring decisions and ensure fair hiring practices. Learn about the strategies that these CEOs have developed through trial and error to help you go beyond polished resumes, shortlisted references and scripted responses, and hire more creative and effective members for your team.
This means that you run the risk of favoring a candidate for the wrong reasons and that can easily lead to bad hiring that will eventually cost a lot of money. Give them a real job, so you can evaluate their skills and prepare them for the real job, should you decide to hire them. Your final challenge will be to decide which of the finalists to hire (although, if you have the budget and your company's policy allows it, you could hire more than one person). If you have a candidate who is trying to juggle several careers, or who has been quick to leave the boat and work for several companies in the past without having a decent position, then maybe you shouldn't hire him.
Potential candidates aren't the only thing you should focus on if you want to hire the best person for the job. Involving your team members is also helpful; they tend to know the requirements of the position you're hiring for and will work closely with new employees. Start today by requesting a demo or posting a job for free to discover how Workable can help you find and hire great people.