Success relies on finding the best fit for the job position and keeping him motivated to maximize the output. The best of candidates can turn out to be the worst of employees and vice versa.
Long story short, many times candidates don’t actually turn out to be as good as they were when you interviewed them. They had a pleasing personality, the right set of skills, experience and even said exactly what you wanted to hear only to make you realize later they are not what they pretended to be then.
Nonetheless, what is done cannot be undone, all that you can do now is read these quick tips to hire a candidate you won’t regret hiring ever. Take a look.
Pre-plan the interview process
One mistake most of the recruiters commit is not preparing well off in advance for the interview. No matter how many interviews you have taken as an HR or manager, it is not just the interviewee but the interviewer too who needs to prepare for the interview. The best practice is to have a list of questions, both general and profile related ready. This will help you greatly in analyzing the candidates you have interviewed without any chance of bias as you will asking the same set of questions to different interviewees.
Use recruitment management software
The software can make your work of finding the job seekers easy. An efficient software can get integrated with the careers page and the consultants can also be allowed access to the software. This helps in gathering a reliable database for screening the liked candidates. Moreover, the recruitment management software can also help you mark the status of applications as rejected, put on hold, shortlisted or selected. These functions along with many others help you in handling the hiring process in the best manner possible.
Remember your instincts aren’t always right
The notion of following your instinct has been hyped all over more than it should have been. Let me tell you this, in an interview, it isn’t your gut feeling but the skills of the interviewee required for the job profile that should matter or overrule. No instinct or experience should influence your choice, It is way better to rely on the tests you have taken like the aptitude and the skill test one than to rely on the resume solely. A person might be very confident and having good communication skills as well. But would that be of any use if he is screening for a profile that demands something else? No! So, skills are what you should always hunt for. Sometimes, the one you are skeptical about turns out to be the better one.
The Final Takeaway
Most of the companies follow a typical process of filtering candidates based on their resume, a telephonic interview, followed by face-to-face rounds. Ideally, in order to save time and screen only the best ones, a skill test should be conducted initially. This way you will get a finer pool of candidates to analyze further.