Hey folks! This thought article will provide 5 tips to choose the right candidate for a particular profile. So my HR friends, network or enthusiasts, this one’s for you.
As per research, it says that a wrong hire or a wrong fit in a particular profile could cost a company. So what would help you in choosing the right candidate? Let’s find out!.
Tip 1: Do some homework.
We would suggest that the hiring manager who is hiring for the particular role should do their own homework. They should understand what the role requires. They should understand the internal team. That would help them find the best fit for the role.
Tip 2: So what counts?.....Experience.
The biggest consideration over here is to go by the previous and the relevant experience of the candidate. It sounds very easy to go through the CV and understand the mentioned work. But what we would suggest is don’t go by the job titles. What helps is the description of the work.
Tip 3: Personality.
The fact is that the education and experience should be far from this whole consideration. Understand how outgoing the person is, how talkative they are or how engaging they appear in general. For example, if you have a team of reserve members, a socially active person won't fit in and vice versa. Hiring managers should understand and integrate the different working styles.
Tip 4: Soft skills.
Now, this is another key area of qualification. These are undefinable personality traits such as TAT, professionalism, and others. Easy to recognize and find the best fit for the role.
Tip 5: Think out of the box.
While you might have listed the job requirements and the job responsibilities, hiring managers should realize that choosing the best fit would often involve thinking outside of the box. Don’t go by matching job titles. Be open to the idea of cross training. For example, if you are hiring for a Sales Manager, a business development executive could be a good fit or the other way round.
So what is the best way to determine if your candidates have the behavioral traits and skills needed for the role? I can give you five ideas that can get you started with.
- Give them a query to solve.
Describe a problem they would likely be facing in their role and ask them to come up with an idea of how they would solve it in no more than 600-800 words.
- Give them a project to complete
Prior to any formal interviews, you can ask the applicants to complete an exercise that they would do as part of their job. What this does is, it shows you what your candidates are capable of before you judge them based on the interview.
Probably you can ask for the following things to be done when interviewing a candidate for a particular position.
For example,
- Sales: deliver a sales pitch to you – selling your product
- Web developer: form a landing page for you
- Project management: write a project plan based on the scope of the project.
- Customer service Manager: analyze the statistics and plan out next steps of Customer service to improve the numbers.
These tactics will not only help you to hire the best possible candidate but it will also let you determine which candidate is in for the long-haul. You will get to see a more relevant side of your applicants, and provide a far clearer view of what’s involved in the job and in your business.
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