The key to a successful business is having the right people with the right skills for the right job. If you’ve never done it before, hiring the right candidate for the job can seem daunting. Yet, like any business process, when you break it down into its component parts, it’s actually quite simple.
When looking for new talent, it’s essential to look beyond the resume or LinkedIn profile. They tell you very little, and even then, you have no idea what they’re really about. You need to dig much deeper. That’s why we’ve put together these ten tips to help you find the right candidate for the job.
1. Evidence of effort
Did the candidate include a personal cover letter with their application or take the time to write supporting evidence? If so, it’s a good sign that they’re serious about the job. If not, it could indicate laziness or a lack of effort.
Many employers add a note to the job posting, such as « Add the code « Jaibienluledetaildeloffre » to your application », to weed out those who only send their applications as spam.
2. Check social media
You’d be surprised how many candidates forget that everything they say and do on social media is visible to everyone, including employers. It’s always a good idea to check social profiles when you’re recruiting the right candidate for the job, as they can be very revealing.
3. Focus on accomplishments
We all have qualifications. Many of us have degrees, but unless the job requires a specific degree, they say very little about the person. If you focus instead on the candidate’s accomplishments, you’ll learn a lot more about them. What have they accomplished? Where have they shown determination? Teamwork? Where have they distinguished themselves?
4. Ask the right questions
Asking open-ended, interesting questions that make the candidate think will tell you a lot. Questions like “where do you want to be in ten years” or “why do you work” are thought-provoking and can be very illuminating.
5. Be prepared to answer questions.
Many recruiters forget that a job interview is a two-way process. The candidate is being interviewed, but they also have to conduct the interview themselves. They have to be convinced that you are the right person for them, and vice versa. Don’t just go over your own questions, but also give the candidate the time and space to ask their own. Their questions can tell you as much as their answers.
6. Pay attention to body language
Only a small percentage of human communication is verbal. Pay attention to the candidate’s body language as you spend time with them. Observe eye contact, fidgeting, looking away when asked questions, lip biting, etc. Even if candidates are nervous, there are many signs that you can learn much more from.
7. Role playing games
For some roles, it’s often helpful to role-play a typical situation the candidate might find themselves in. If you’re targeting a front-line support role, have the candidate simulate a call from an upset customer. If it’s a manual job, have the candidate practice what they’re going to do. These challenges show how comfortable they are in a given situation.
8. Consider the ability to work in a team
Even if the candidate has everything you’re looking for on paper, it’s important to assess their social skills as well. You need to see how they would handle typical situations they might find themselves in. You also need to consider whether they’re a troublemaker, a claimant, and any other socially destructive characteristics you want to avoid. Take these into consideration when making your decision.
9. Follow the evidence
If you are presented with references and proof of performance, be sure to check them. Anything can be said in an interview, so it is important to check integrity before making an offer. Don’t just ask about quality of work or attendance, but also about sense of humor or what others think of the person. This is part of the rules and can be very revealing.
10. Consider giving it a try.
While not all positions are suitable for a trial period, it can be helpful. Treat them like paid internships, and both you and your candidate will have the opportunity to try out without any unpleasant legal consequences.
The key to a successful business is having the right people with the right skills for the right job. If you’ve never done it before, hiring the right candidate for the job can seem daunting. Yet, like any business process, when you break it down into its component parts, it’s actually quite simple.
When looking for new talent, it’s essential to look beyond the resume or LinkedIn profile. They tell you very little, and even then, you have no idea what they’re really about. You need to dig much deeper. That’s why we’ve put together these ten tips to help you find the right candidate for the job.
1. Evidence of effort
Did the candidate include a personal cover letter with their application or take the time to write supporting evidence? If so, it’s a good sign that they’re serious about the job. If not, it could indicate laziness or a lack of effort.
Many employers add a note to the job posting, such as « Add the code « Jaibienluledetaildeloffre » to your application », to weed out those who only send their applications as spam.
2. Check social media
You’d be surprised how many candidates forget that everything they say and do on social media is visible to everyone, including employers. It’s always a good idea to check social profiles when you’re recruiting the right candidate for the job, as they can be very revealing.
3. Focus on accomplishments
We all have qualifications. Many of us have degrees, but unless the job requires a specific degree, they say very little about the person. If you focus instead on the candidate’s accomplishments, you’ll learn a lot more about them. What have they accomplished? Where have they shown determination? Teamwork? Where have they distinguished themselves?
4. Ask the right questions
Asking open-ended, interesting questions that make the candidate think will tell you a lot. Questions like “where do you want to be in ten years” or “why do you work” are thought-provoking and can be very illuminating.
5. Be prepared to answer questions.
Many recruiters forget that a job interview is a two-way process. The candidate is being interviewed, but they also have to conduct the interview themselves. They have to be convinced that you are the right person for them, and vice versa. Don’t just go over your own questions, but also give the candidate the time and space to ask their own. Their questions can tell you as much as their answers.
6. Pay attention to body language
Only a small percentage of human communication is verbal. Pay attention to the candidate’s body language as you spend time with them. Observe eye contact, fidgeting, looking away when asked questions, lip biting, etc. Even if candidates are nervous, there are many signs that you can learn much more from.
7. Role playing games
For some roles, it’s often helpful to role-play a typical situation the candidate might find themselves in. If you’re targeting a front-line support role, have the candidate simulate a call from an upset customer. If it’s a manual job, have the candidate practice what they’re going to do. These challenges show how comfortable they are in a given situation.
8. Consider the ability to work in a team
Even if the candidate has everything you’re looking for on paper, it’s important to assess their social skills as well. You need to see how they would handle typical situations they might find themselves in. You also need to consider whether they’re a troublemaker, a claimant, and any other socially destructive characteristics you want to avoid. Take these into consideration when making your decision.
9. Follow the evidence
If you are presented with references and proof of performance, be sure to check them. Anything can be said in an interview, so it is important to check integrity before making an offer. Don’t just ask about quality of work or attendance, but also about sense of humor or what others think of the person. This is part of the rules and can be very revealing.
10. Consider giving it a try.
While not all positions are suitable for a trial period, it can be helpful. Treat them like paid internships, and both you and your candidate will have the opportunity to try out without any unpleasant legal consequences.