If you find yourself reading through this article, you have probably skimmed through many resumes and are challenged to find the best candidate for your company right now. There’s a good chance that you have already narrowed down your choices to the best of the pack, but you want to find the right one for your team.
Although knowing this, you know that there must be more to these potential candidates than what is seen in interviews, calls, and resumes. An interviewer must ensure that the person they’re picking is a good contributor to the company and the perfect fit for everyone who works in the same area.
Reading this article should give you a good understanding of what you should do when trying to pinpoint the perfect candidate for the job you need.
1. Always Use Their References
Shopping online and picking the right candidate are not that different. With shopping online, you would do your due diligence to check previous reviews about the product, and whether the one listed on their store page is correct and accurate.
In checking resumes, it is necessary to input who your references are. You could ask the references for a perspective on what you have. They might give you a different insight than yours. You could also hire a tech recruiter to streamline the process of taking insights and be given a great candidate.
2. Check If They Take Lessons at Heart
The candidates that show the most potential are those that are generally curious. They tend to learn new things every day. Their innate curiosity about the unknown makes them good candidates, and they have to be engrossed in multiple environments. People like this are invaluable and would be a huge asset to your company.
Always check this trait, as this can barely be seen in resumes. You have to check what more they can offer for you and your company in the future. Afterward, check on their past experiences and what could help them make these goals easier to achieve in the future.
3. Be Mindful Past the Resume
Another sign of a great candidate is if they ask questions about your company. Check if those questions are insightful and if they are enthusiastic about it. This is a great sign that the candidate you are currently interviewing has done their duty to check out what the job and the company are about.
Asking important questions shows that they are looking out for the future for themselves and the company. Their general prudence in asking about the type of work they’ll be doing shows that they’re checking if they’ll still be in the same environment even after some time. Promise and trust show if you answer their questions genuinely.
With good insightful questions being asked by a candidate, you would be able to gauge how they would tackle certain situations given to them when they work for you. What can’t be seen in the resume is how they would go about in your team. You must check up on their nuances and specific reactions to scenarios and double-check if your team would be able to work well with them.
4. Go Out of the Office
People going to interviews are most likely always to put their best foot forward. It would not be the same for their everyday lives in the office, even if you want them to. Knowing how they would act outside of that setting is key to uncovering other personalities.
For example, if you are interviewing someone applying for a high position, you could take them out for tea or coffee. Give candidates a less formal environment and check if it would be great to have them lead you and if you enjoy the experiences you get outside of the office.
5. Check On Their Growth Needs
Finding someone apt for the position is just as important as ensuring that their morale is high throughout their stay in the company. You have to go out of your way to check on what they need and expect of the company. This general courtesy from both parties would help set expectations and decide if what they want can be adjusted to what you can provide.
For example, if an employee wants to work a free schedule, you’ll have to check with your company if it is possible in the future. The same goes for people who want to have a promotion early, but your company can provide only increments of pay every half a year.
Understanding what the two parties want is pivotal in maintaining the expectations and happiness of the employee in the company. Maybe, down the line, the employee’s productivity might take a nosedive if they set an expectation too high that you neglected to set straight.
6. Provide an Adequate Task
In interviews, people would always put their best foot forward and would agree to be able to do what you want them to. Prudence is a no-brainer for a recruiter as you could give a trial task to what they will perform if they get the job. With this, you would be able to give a good judgment if they could do the actual job you require them to do properly.
7. Five Questions to Consider
Before you offer a job to anyone, there are five main questions you should be able to answer:
- Is the person qualified for the position?
- Do they seem enthusiastic about the job?
- Is the candidate eager to expand their knowledge?
- Is the candidate willing to learn?
- Are they suitable for the environment of your company?
Conclusion
The interview process and candidate checking never end in the resume. You also have to do your due diligence to check if everything fits. Their expectations, past environments, life outside the office, and passions are all as important to know as the words and letters they inputted on their resumes.
Hopefully, this article provided you with a good insight into how you could weed out the rest and pick the best candidate.
