Saturday, August 13, 2022

Looking for the right job candidate? Follow these 14 recruitment tips

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Shreya Christina
Shreya has been with for 3 years, writing copy for client websites, blog posts, EDMs and other mediums to engage readers and encourage action. By collaborating with clients, our SEO manager and the wider team, Shreya seeks to understand an audience before creating memorable, persuasive copy.

Making the right hire is an important decision for your team. You want to find the right person for the job, but also someone who fits into the company culture and understands the company’s values. At the same time, you will likely receive hundreds to thousands of job applications, making it that much harder to find the perfect candidate among so many options.

While there are many factors to consider when hiring, there are a few important ones that stand out. Below, 14 Business Council members shared their top tips for hiring managers to help them make the right hire.

1. Give candidates a job rating

Don’t rely on interviews alone. Include a concrete job assessment in the hiring process that depends on the position but should give an idea of ​​how the candidate is behaving and actually working. It’s amazing how much you learn from that and how candidates who looked just as strong after interviews suddenly looked completely different. – Tobias Hann, MOSTLY AI

2. Don’t just hire based on education or experience

As someone who is as involved in the hiring process as I was when I started my business, here’s my top tip: don’t just hire people based on their education, background, or experience. Hire them if they seem eager to join your team and if they understand your business vision. Remember that technical stuff can be learned on the job, but passion is something that is just there. – Noman Siddiq, Cloudlead, Inc Business Council is the leading growth and networking organization for entrepreneurs and leaders. Am I eligible?

3. Allow several people to interview a candidate

Always have at least two people with different perspectives interview a candidate and even people who are not in HR if possible. The person you hire doesn’t work with just one person, so why does one person decide if they should have the job? Have the people who will be working with the person interview them, as they know what will make them successful, and believe their success. – Maurice Harary, The prayer lab

4. Ask specific, personal questions

Ask questions to confirm or deny any concerns about each candidate. Don’t be too broad in your questions, because generic questions will get generic answers. Instead, assess candidates on a case-by-case basis and adjust your questions accordingly. Don’t be afraid to be honest and personal. Ask candidates for context – the more specific you are, the more insightful their answers will be. – Xenia Muntean, Plannable

5. Factor in their lived experiences

The ability to endure hardship and talk about what solutions helped them solve it or get through it speaks volumes. Learning doesn’t always come from an institutional setting and certain roles that the team knows will require a high level of guts may be best suited to the person who has endured life experiences that have been crafted. If they talk through it with compassion and positivity, this can fit. – Paul L. Gunn, KUOG Corporation

6. Identify Lifelong Learners

Managers should have a “longer view” of hiring. Meeting current job requirements, technical and social, is not enough. Technology, processes and customer needs are changing work needs. People change over time because we are not robots and we want to grow. Excellent recruitment focuses on a candidate’s trajectory. Are they students interested in improving and taking on new challenges? This is essential for sustainable growth. – Jerry Cahn, Brilliant old

7. Ask yourself the right questions

Making the right hire is only really possible if you have the right applicants. How do you control the kind of applicants you get? By making sure you are realistic with the criteria you are looking for. How much experience and education does a person really need to perform well in this position? Who shows the most growth potential? – Udi Dorner, Set schedule

8. Find the right predictors of success

Experience, references, cultural fit, IQ/EQ have driven the hiring process for a long time, but these aren’t the key predictors of success, nor are they the ones that help ensure a new hire’s success. The main attribute to look for today is grit, which is defined as “passion and perseverance.” It’s “endurance and staying focused.” Watch Angela Lee Duckworth’s TED talk and you’ll never assume the same again. – Dennis Reid, H2scan Corporation

9. Choose a candidate with passion

The first is that it’s not just recruiting. You are looking for a person who will be part of a team. This person should share the goals and values ​​of the team on an emotional level, even before they become part of the team. Second, consider passion. You can learn a lot of things, but if they don’t have a passion, you get an employee, not a driving force to add to the team. Third, emotional intelligence is crucial! – Andrey Kovalev, BusinessInvitee Consulting Group

10. Share corporate culture information

In a world where employees are looking for balance and autonomy, it is important to share information about the company culture early in the application process. I always ask, “What are the three most important things for you when looking for your next opportunity?” More often than not, after hearing this response, I know if the interviewee would be a good culture fit. – Meighan Newhouse, Inspiring group

11. Use objective recruiting techniques

One tip I’ve shared with all hiring managers in my organization is to use objective hiring techniques. The strategy minimizes the effect of bias and allows the candidate to succeed on their own merits. Using techniques such as interviews, scorecards, assessments and note-taking dramatically improves the quality of the right hire. Failure to impress candidates before hiring is critical to success. – Michael Ede, Uplift11 Sport

12. Understand how they work best

When hiring a remote team, ask the right questions to assess whether the candidates are ideal for remote work. They may thrive in an office environment, but not when working from home. Develop a list of interview questions to evaluate their level of self-direction, organizational skills, time management, and strategies used to deal with distractions and interruptions when working from home. – Marilisa Barbieric

13. Hire someone with the right attitude

Personality matters. It’s great to find a candidate with an impressive resume, but if they’re not a good fit for you, you could be in for trouble. Sometimes it can be more valuable to find someone with the right attitude and eagerness to learn than to find someone with the right skills and experience on paper. Skills can be learned and experience comes with time, but the right attitude can be incredibly hard to find. – Dean Curralli, Castle International Ltd.

14. See who they are outside the office

I am happy to take a candidate out for lunch and offer to ride with me. On the journey to lunch, stopping to refuel or going through a car wash allows them to relax and have a less rehearsed conversation. Seeing how they interact with wait staff or other people outside the office reveals a lot about them and their character. Get them out of the office to see who they really are. – Chris Clear, Clear Storage Group, LLC

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