When spent hours in the interview room filling the position with someone bring you so much headache, you know that the “right employee” can sometimes be a needle in Pacific Ocean.
This saying describes a bad member can affect your entire team
For your next hiring process, make sure you implement all six strategies listed below. Each will help in your screening.
RUN BACKGROUND CHECKS - You need to know who you are dealing with!
- Background check will tell about your applicant’s Criminal History, Driving Record, Financial Status, and if the applicant is a violent criminal or a sex offender, you can fairly take them off your list.
CALL PREVIOUS EMPLOYERS
- A person can become an impressive actor in a job interview, if you really want to know how they operate on a day-to-day basis, call their old boss!
- They will be the person who will know all about those unflattering characteristics, like miss deadlines, has conflicts with co-workers, or badmouths their boss on social media.
REALLY TALK TO REFERENCE
- Don’t get sucked into the idea that calling references is a waste of time.
- In some cases, the references your applicant lists will overlap with the previous employers or professors and other supervisors can tell you a lot.
ASK THE RIGHT INTERVIEW QUESTIONSSome of these might seems boring, but they serve a purpose:
- How did you hear about the role?
- Your company probably spending significant budget every year on employer branding, Job advertising on Jobstreet and so on.
- It’s important to know which of these investments bring high quality candidates and probably you should invest more in that medium.
- What do you know about the company?
- This is simple but effective, it shows you how much research a candidate has done. You want to hire candidates that are genuinely excited about a job at your company.
- Why did you apply?
- We all need to pay the bills, but it's important to check that this is not the sole motivation for a candidate.
- What are your key professional strengths?
- It's important to know the things that candidate does well so you can understand how they might fit into your team.
- Arrogance is never attractive, but candidates that are confident in their abilities, they might be able to impact your organisation are exactly the kind of people that you want to hire!
- Why should we hire you?
- Hiring is ultimately a one-sided game, if a candidate isn’t going to add value you shouldn’t bring them onboard.
- If the question deployed correctly, it can be a great one to separate the men from the boys.
- The best answers will cover three key bases, they can not only do the work, but deliver great results, fit in with the team/culture and be a better hire than any other candidates!
THE RIGHT WORK ETHIC IS BETTER THAN TECHNICAL SKILLS
- Technical skills should be developed through continuous training and learning.
- The right work ethic is a distinctive quality that is not easily taught.
- Someone with right work attitude happens to be more successful than someone who goes into office just for Paycheck!
CARE AND TRAINING
- Not every candidate can fit in to the big family on their first day, offer them support from the very first day on the job.
- With well-thought-out onboarding and training, new hire can become superstars.
- Inspire and encourage your hires along the way and provide honest feedback, expose them to people who can mentor and train them.
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