A lot of hiring managers find themselves in a tough spot when it comes to hiring: They have a great job to offer, but they don’t know if the person is a good fit. Managers need to understand how to do their research when looking for a new employee. This post will teach you how to hire the right person.
Understand the Company Culture
The company culture is a significant factor in whether someone will work for your organization. If you don’t know about a company’s culture, you can’t make a good decision on whether someone is a good fit. To understand a company’s culture, simply look at what the company stands for and who they hire. An easy way is to look at their website or consider reading an interview that the company has posted on Glassdoor or a similar site. Take a Look at the Job Description. It would be best to focus all of your initial candidate screenings on finding out whether the applicant is a good fit. After the first candidate screen, have your hiring manager read the job description.
Consider the Position
First, it’s essential to make sure you’re interviewing candidates for a position that matches the company culture, needs, and strengths. Do the hiring manager and CEO seem to be on the same page? It’s OK if they disagree. Your mission as a hiring manager is to fill a position, not to solve a disagreement. Explain the Position Next, and the hiring manager should determine what skills the person will be expected to possess. An essential aspect of this process is to meet as many candidates as possible. After the interview, it’s critical to create a schedule to interview the remaining candidates until you find the best one.
Screen for Skills
Most hiring managers take their search very seriously, but only a few people understand how to conduct an exhaustive search. That’s what they need, and that’s what this post will help them to do. Most of the candidates you see in your inbox are looking for a job. So take time to read through their profiles. Is the candidate even in your industry? Is it even relevant? If you don’t have the answer to the above questions, read on. Answer the “Personal Verbal Quizzes.” What do you ask the candidate before you hire them? What questions do you ask to try and determine if they will work well in your organization? This post will answer all these questions. It includes everything needed for an extensive search, so take the time to check it out.
Interview Strategically
Over the years, I’ve noticed how people tend to go through a pattern of interviews: Sitting and talking for three hours, starting with the basics (technical, functional, etc.) and including every question that has come to mind. Get a feel for the applicant’s communication skills and do a ‘last-minute’ interview (where the candidate says a few of their greatest achievements and things they learned). Do an informal interview (where it’s more like a one-on-one conversation). Have two to five or more screening rounds (including coding tests and psychometric tests) and end it with a final interview where the manager determines if the candidate is a good fit.
Ask the Right Questions
If you need to find out if someone is a good fit for the job, the best way to do so is to ask questions. Don’t be afraid to ask personal questions, such as: What do you like about working here? What are your best skills? What motivates you to come to work every morning?
Use the Right Search Tools
At times, you may find it easier to write a description of the job requirements instead of searching for someone with that skill set. A word of caution: Don’t get too personal when describing a job. It’s better to describe the position’s responsibilities and be specific than to say, “Write a story.” This could mean the difference between the two types of candidates. Using research and interviewing techniques will help you find the right fit for your business.
Consider the Candidate’s “Soft Skills”
When a hiring manager has an employee who has skills that they don’t particularly like, they can be tempted to look for someone else to hire. However, many people do a great job with these soft skills, and it’s crucial to their continued success. “The person I’m interviewing with is not a bricklayer,” says career expert Lisa Sterling, vice president of sales, Executive Search Consultants, Inc. “But it’s the way they interact with people and how they deal with information that’s important to me.” It’s often easy to find someone with a skill that the manager doesn’t like. Still, soft skills like teamwork, communication, and honesty are the crucial elements that have a significant impact on whether the new employee will be a good fit. Do your research and find the right fit first.
Make the Offer
To start, you need to do your research. By reading job ads, you’re already halfway to getting a good idea of the skills, education, and experience an applicant will need. You can even find out the desired salary. The final step is to contact the employer of interest. The next step is finding out whether you have any data about the employee to help you make your decision. Take a look at the data you have in hand. You can also try calling a few individuals who the employer employs to gather some more information.
Conclusion
Regardless of what your company does, there is always an opportunity to make things better. So let us know what you think about this tip-on-boarding strategy by leaving a comment below.
To receive and stay updated about related content:
