Nothing is more important, yet less predictable than hiring new people.
During a job interview, you worry about whether you will choose the right candidate for your organization. Good employees can sometimes be hard to find, and the hiring process often takes more time than you planned, reports the portal MojPosao.
1. Take 6 months to hire the right candidate
When your deadline for hiring a candidate is just around the corner, there is a possibility that you will accept candidates that you would otherwise eliminate during the selection process.
Take 3 months for ‘scanning’ applications, one month to prepare other employees for the arrival of the new person, and at least 2 months to train the new person so they can perform assigned tasks effectively and independently.
2. The job advertisement must describe your company
Believe it or not, but in the job description, you do not want to emphasize what qualities you are looking for in a worker. In fact, you want to convey to your candidate the idea of your organization, what makes it special and a different place to work, to ensure that you attract the right people who will fit into your organization’s culture. It is less costly to teach an employee certain skills than to instill the right attitude and values of the organization.
3. Maintain at least one part of the selection process
Whether it is scanning resumes, conducting phone interviews, or holding the first interview. The earlier you get involved in the selection process, the greater your chances of finding the ideal candidate and eliminating those who do not meet your needs. No one knows the company as well as you do.
4. Choose the 5 most important characteristics for the job vacancy
Create interview questions that measure the 5 most important characteristics and qualities that the candidate must possess and that will prove whether the person has them or not. This way, you will know exactly what you are looking for or not looking for in a candidate.
5. Do more than just ask questions
Testing candidates is the best way to determine whether a candidate is suitable for a specific position or not. Place them in a hypothetical situation that is most similar to the one they would find themselves in if you hired them and brought them into your team. For example, if the future employee will organize data on a computer, give them the task of editing certain data and monitor how they do it. Check if they use the same processing approach that is typically used in your company? Does their work follow a logic that you can also understand?
However, due to the impact of nerves that everyone experiences during a job interview, give them some ‘credit’. Try to identify which mistakes were made due to nerves and which were due to a lack of skills necessary to perform the task.
