It is difficult to determine which job candidate is the best fit for the position. A bad hire can cost a company tens of thousands of dollars.
While there is no way to guarantee a good hire every time, implementing these seven methods for efficiently assessing potential employees can help you find the right employee the first time.
There are numerous methods for efficiently assessing potential employees, some of them are:
- Understand your company’s culture.
- Take Care of Your First Impression.
- Become a “Stalker”.
- Pose the Most Difficult Question of All.
- Don’t Limit Your In-Interview Observations.
- Put Them to the Test.
- Look Below the Surface.
Understand your company’s culture:
An HR manager must understand the organization’s culture in order to hire people who will fit in and contribute positively to it.
Making a detailed cultural inventory to use as a guide during the recruitment process is one way to accomplish this. Begin by summarizing your company’s culture on one page. Include as many details as possible, such as:
- Schedules
- Employee appreciation programs.
- Vacation time.
- Travel.
- Dress guidelines.
- Performance criteria.
- Other things that data can be used to measure.
Then, include things that cannot be measured precisely, such as:
- Energy
- Attitude
- Humor
- Vibe
- Flexibility
- Supportiveness
- Competitiveness
With this information, you will be able to hire new employees who will not only fit in but will also help the company culture thrive.
Take Care of Your First Impression
Although first impressions are not the be-all and end-all, they are still important because they are often your intuition telling you whether or not this is the right person for the job.
So, pay attention when you have thoughts such as:
- This guy would make everyone in the office laugh.
- She has a lovely smile.
- His shoes are spotless, so I’m guessing he pays attention to detail.
- She has a firm handshake.
- Why won’t he look me in the eyes?
Because the hiring process still involves specific metrics, you shouldn’t rely solely on intuition. However, when evaluating a candidate, you should definitely consider your first impressions.
Become a “Stalker”
When you look at a candidate’s social media profiles, you are not a stalker. You’re simply doing your job.
If you notice a candidate who is active and honest on social media, you can assess their communication skills and attitude toward others. You get to see their sense of humor as well as evidence of their interests.
The disadvantage is that not everyone enjoys social media. Some people don’t post as frequently as others.
That doesn’t mean they wouldn’t fit in with the culture of your company. Remember this the next time you see someone with a mediocre social media presence.
Pose the Most Difficult Question of All
This is one of the most intriguing interview questions to ask because it provides insight into the candidate’s soft skills.
First and foremost, you can see how well they handle a difficult situation because the question forces them to think quickly and communicate their ideas as clearly as possible.
Don’t Limit Your In-Interview Observations
Your candidate’s natural habitat is not the interview room. They cannot — and will not — act normally because this is a one-of-a-kind situation in which they must always put their best foot forward.
Put Them to the Test
Employees believe they are prepared. You have the impression they are ready based on their resume and soft skills assessment. However, once they’re in the thick of it, they (or you!) realize they’ve bitten off more than they can chew.
Look Below the Surface
When interviewing a potential employee, you must go beyond the obvious. Everything about this person their body language, their choice of words, the level of stress that comes through — tells you something about them.
To read our blog on “How To retain employees,” click here
