Recruiting the right candidate to work for an organization will either break or make your business. Hiring is a crucial process, which costs time and money. This article talks about three best and three worst ways to hire talent for an organization.
Have multiple candidates selected for one job. Even if you feel that the individual is suitable for the position, try to interview at least two more candidates. Some companies do not hire a person until they interview at least 10 candidates. Let us put this way, the more candidates you interview, the more options you will have and the possibilities that you will get the right choice will definitely increase.
Interview candidates at different locations. It helps you to judge how their personality changes and adapts to the new environment. Candidates always try to give their best shot in the first meeting but during the subsequent meetings you will get to know their true nature and how much they were pretending in the first meeting.
Interview candidates by at least three different people. The more people interviewing makes a candidate comfortable about the work environment. It also helps the interviewers to understand the nature of the candidate.
Don’t focus too much on qualifications and pedigree. It’s good to have candidates who have the maximum overlap of qualifications and come from pedigree colleges. Such candidates are few and not necessarily the right choice for you. Just because of these attributes, it is not a sure that they will have the right attitude or soft skills. If you don’t broaden your horizon, you may be left with difficult options to choose from.
Interviews are not a one-way process. If your entire or majority of interview time is devoted to you asking the questions, then you have overlooked an important aspect of the hiring process i.e. allowing the candidate to ask questions. When a candidate asks questions, it gives you an opportunity to see how the candidate thinks, how he/she perceives about the job they are about to take on, how interested they really are in the organization and the opening, etc. Not allocated sufficient amount of time for candidate to ask questions will leave out critical information that could be key in making a hiring decision.
Keeping candidates in the dark about their interview results. You have candidates lined up for your openings. Many of them don’t fit the profile when you go through the interview process. Do you tell them that you will get back to them but don’t? Do you tell them curtly that they are not selected and just end the conversation?
Remember, word gets around about the hiring process of all organizations, including startups and small ones. Such behavior would convey a negative perception about your organization as too haughty or callous. This may put off potential candidates, who do not want to work in such an environment. It would be better to spend a few minutes explaining to the candidate why they are not selected in the interview and what is the possibility for future interviews in other positions.
Hiring is a two-way process. Not only does it let you know how much of a fit a candidate may be, it also lets the candidate and their social circle know how much of a fit your organization is for them to work with. You need to invest time in interviewing and selecting multiple candidates as well as giving an opportunity for them to learn about your organization and culture, albeit, inconspicuously.