Fact: Bad hiring decisions can lead to high employee turnover, and this can hurt the company.
There is no doubt that recruiting the best talents play a huge part in the growth of a business. Unfortunately, hiring the right people is not always easy. It is hard to find employees who have, not just the right skill set, but also the motivation to succeed; and ones who uphold the same values as the company and see through its goals and vision. Oftentimes, the hiring process is a mess, resulting in unsuccessful hires.
To attract the best employees for the job, it will help if the company can fine-tune the process. Try to avoid just reverting to old tricks. The HR should place candidates under a more detailed lens and a more tailored hiring process. This is depending on the demands of the job and the expectations of the team or company.
Here are some expert tips on hiring the right people for your company:
Use standards when reviewing resumes
Save time and help select proper candidates for the job by developing standards when looking at resumes. Right from the get-go, the team should establish exactly what they’re looking for in a candidate.
Aside from the required skill set, the team should outline what traits they’re looking for in the applicant. This is to assess if they will be a better fit into the group or will be suitable for the job given its demands. Credentials, after all, isn’t everything.
Conduct collaborative interviews
Interviews can sometimes be subjective. The interviewer may fail to ask more pressing questions and may fail to get to know the candidate better. The assessment may be limited to the interview experience. To make the right call, a more confident hiring decision at that, a more collaborative and interactive interview process helps a lot. Other members of the team can help evaluate the candidates better based on the demands of the position and the needs of the whole group. They can provide insights and ask other important questions. They can also provide good feedback regarding the candidate’s experience, qualifications, traits, and personality.
Ask candidates to demonstrate practical skills
During the test or interview, you can ask the candidate to demo some practical skills or ask about experiences that best highlight his or her abilities, motivation, efficiency, and other relevant traits and qualifications. This way, you can get to know the person better other than what his or her resume tells you. This will give the hiring team a better sense of what that person can accomplish for the company and how that candidate will likely react to pressures of the job and demands of the team.
Consider cultural fit
While hiring people with different personalities can be a good thing for the team, as this helps fuel growth and create a good mix of talents and skills, cultural fit should not be ignored. The company should hire people who have more than just the skills and knowledge. The candidates should also be assessed if they’ll be a good fit according to the company culture. You would want to hire someone who can get the job done and also work with other people in the office and help lead through team efforts.
During the interview, it will give you a better insight about the applicant if you will talk about the work environment and the people they will work with.
Take note of the body language
Body language reveals a lot about the person being interviewed. The applicant may have the right answers to all questions but may seem disinterested or may not be fully convinced. Pay attention to his or her gestures. This will help you gauge the applicant’s disposition, confidence, personality, and sincerity.