The hiring process is not easy. Professionals and executives never want to feel like they’re taking a gamble on any applicants, especially because employees can make or break a business. Finding applicants who are technically qualified and align with the organization’s culture and values will take some time, but we can help. Read on to learn how to find the best-fit candidates for your company.
Get Specific With the Positions
How can you find the best candidates if they don’t know what they’re in for? The job description is no place to be vague or ambiguous. Candidates need to know what their day-to-day will look like and what level of responsibility they will have.
The position specifics should include:
- Technical and professional credentials needed to perform the job.
- Skills needed to perform specific tasks such as decision-making, planning, organizing, operating specific equipment, and assisting with business development.
- The abilities of the candidate include intellectual capacity and curiosity.
- Any additional characteristics like beliefs, attitudes, personality traits, and values.
Once a candidate reads through the description, they’ll better understand what your company is looking for. Then, they will evaluate to see if they would make a good fit.
Explain the Company’s Core Values
In the description, you briefly touch on the company values, but candidates need more than that. They need to know the core values and beliefs and how those traits help influence and motivate everyone on the team.
Include the core values on the company’s website. Good candidates will look over the site before an interview and pay close attention to this section. During the interview, ask them how they felt about each value and their take on it. Hint: if you have a candidate who didn’t read over the values, they’re not a good fit.
Examine Personality and Skill
Reviewing their résumé, contacting references, and interviewing them will only go so far. You want to dig deeper and try to truly understand and evaluate every candidate thoroughly. Break up the interviewing process into three sections.
The first section can consist of a brief phone call with some preliminary questions. The second part should be a test. Consider issuing a DiSC test to evaluate the different types of DiSC profiles every applicant has. Finally, review the first two parts and decide if you want the candidate to sit down and interview with you and the rest of your team.
Find Recent Graduates
Not many professionals and executives want to take a risk on recent graduates, but that’s a mistake. They often get denied job openings because they don’t have enough experience. But they need someone to hire them to get that experience.
Partner with universities and colleges to tap untouched talent. You can help shape and mold these candidates to become the best employees. Open a few internship opportunities, and at the end of the program, decide if you want to hire them full time.
Start your business off in the right direction by finding the best-fit candidates for your company.