Your role as an interviewer is similar to that of a gatekeeper. It's your job to make sure that anyone who gets hired in the company is deserving of it. But no matter how many questions you ask potential employees during an interview, the image they portray may be quite different from who they are in reality. The person they hire must be capable of handling their responsibilities and fit in well with the rest of the team.
All parties or Best Staffing Agency in Delhi-NCR involved in the recruitment process may have to endure a long and exhausting process. It's critical that you find and hire the right person for the job to save your company time and money. In some cases, the candidate with the strongest CV may not have the interpersonal skills you desire.
Top Tips on How to Select the Best Candidate
Consider Both Talent and Cultural Fit When Hiring
Exaggerated and decorative CVs are nice, but simply because someone has worked in a similar environment does not mean they will fit in well with your company. Candidate core competencies are important but even FMCG Recruitment Agency doesn't overlook the importance of finding someone who fits your company's culture and can manage their workload and expectations.
Evaluate their work ethic and attitude as well. Inquire about past difficulties working with coworkers or management. Ask the candidate how they manage heavy workloads, shifting priorities, and organizational skills as well.
Look at their Facial Expressions
You can learn a lot about a person by observing their arm movements, gestures, handshakes, and eye contact. How a candidate's body language conveys their emotions, personality traits and interest in your position can be gleaned from their body language. Behavioural assessments are a simple and inexpensive way to increase your confidence in the candidate's ability to perform in the position. In addition to the hard skills a candidate brings, soft skills are often the reason people fail in their new roles.
Utilize the interview to get to know the person and rely on your gut instincts. It's impossible to build a personal connection and get to know someone if the interview is overly structured. Making your interviews conversational and just talking with the candidate is one way to accomplish this. Allocate enough time for the conversation to develop.
Understand their Queries Well
Assisting candidates in asking questions can give you a good idea of their personality and mindset. Those who are curious and prepared with engaging questions can indicate a passion for the role, whereas generic or a lack of questions can suggest a lack of desire, interest, and passion.
There should be no shortage of inquiries from potential employees about the position they're applying for, your company, and the culture. Is the information provided in the questions relevant to the topic? How enthusiastic are they about the job? You'll learn more about their level of interest, how they diagnose problems and the way they process information.
Prepare Your Questions
Listen to the candidate's questions, but also prepare your questions. Maybe you ask them hypothetical questions to see how they react, or if they can recall times when they failed or succeeded. The answers to these questions give you a clear picture of who they are as a person and if they are a good fit for your company.
Before appointing a candidate, you should be able to answer some of these questions. Is the candidate capable of performing the job? How motivated are they to do the job at hand? If so, are they willing to learn new skills? Is the candidate willing to learn from others' mistakes? Does their personality fit in with your team's culture? Be sure to look beyond the skills and how the candidates appear on paper before you make a hiring decision. The candidate must possess the necessary skills and be able to adapt to your team's culture.
Assign Them a Task
This is an excellent way of learning more about your candidates' abilities and mindset. It is not always necessary for these tasks to have a right or wrong answer or a perfect result. A candidate's result isn't the main reason for assigning a project or problem to them. On this basis, you can learn how they develop processes and solve problems.
Talk About a Topic They're Interested In!
Discuss something they're passionate about - perhaps something they've listed on their application - conversationally and openly. These types of conversations can give you a better understanding of how they think and who they are. Be friendly and approachable. Interview candidates on subjects they're at ease and confident discussing. Your chances of collecting valuable observations about them and discovering what makes them interactive are higher.
Use the References Provided
Take advantage of a candidate's references! In the same way that reviews and feedback can influence your purchasing decision when you are shopping for a new expensive item, they can also influence your hiring decision. Recommendations offer insight into your candidate's performance from someone else's perspective, which can be a great predictor of future performance and success.
Interviewing candidates may be done by a small group of people. I think this is a great way to get your team involved in the hiring process. The feedback of those who interacted with the candidate outside of the interview is also crucial. Consider getting answers to some of these questions. How did the candidate treat the person who greeted them at the front desk? After being given a tour of the candidate's office, what was their first impression?
Consider Your Team's Future
In general, when hiring, you want the candidate to stay with you for a long time. A good idea would be to look at your organization's plans to see if this candidate aligns with them. Candidates with certain language skills may be beneficial if you're looking to expand overseas and gain international clients.
You should also keep in mind that just because a candidate lacks certain traits or experience, it does not mean they cannot perform to expectations. The training plans can be introduced to complement an otherwise promising-looking candidate.
Plans of the Candidate
Last but not least, it is important to know what the candidate expects from you and your company. It's possible to identify the right person for the job based on certain factors such as role expectations, salary, notice periods, etc. If a candidate is looking for a position that allows for growth and development, that's great.
But if you can't, this candidate may not be a good fit, and you'll save yourself the trouble of having to find a suitable replacement. Curiosity is a common trait among high-potential workers. As a result, they want to keep learning new skills as well as adding new tools to their toolbox. It is possible for this type of candidate to grow within your organization, becoming a valuable asset.
Thus a good hire is crucial. As good as your employees are, so is your business. To your clients, as well as the general public, every employee represents a different facet of your business, from the front desk to the executive suites. If you choose the wrong person for the job, it can cost you much more than money. Consider these tips to have the best candidates for your organization.
Top comments (0)