Running a business isn’t easy for a multitude of reasons, but one of the most challenging aspects of managing a successful business is the hiring process. Finding the best person for a job can take hours of sorting through resumes and interviewing candidates.
Far too often, once a candidate has been hired, many managers discover that they might not be the right fit after all.
So how can you improve your chances of hiring the best candidate for a position?
Read the following 5 tips for doing just that:
Look For Candidates That Bring New Strengths
Finding the best candidate means looking for people who fill in the gaps at your organization. Which skills does your current team lack? What kind of strengths are you most in need of to help propel your business forward? Once you’ve identified weaknesses within, focus on finding someone with the strengths you seek.
Utilize Your Network
Your professional network of former colleagues, professors, business partners, and associates can help you in your quest for new hires. When it comes to recruiting the best candidate, it turns out that referrals have the shortest recruitment process and the highest conversion rates.
Not only that, but referrals tend to stay with the company for longer than traditional hires. So, if you have a position to fill, turn to your network and ask around.
Potential Can Be More Beneficial Than Experience
Don’t get too caught up with a list of accomplishments, employment background checks, and years logged in a certain role. While these things are important and help show a candidate’s abilities, they aren’t the only marker for success.
Look for candidates who have been involved in building a business, who have gotten their hands dirty in their efforts to learn from mistakes and add to their skill set along the way.
There’s something to be said about those who have learned where they went wrong along the way and learned from it. In other words, try to find people with potential and passion, not just a perfect track record.
Ask About Their Ambitions
Ditch the “where do you see yourself in five years” question and dig a little deeper. Ask questions about a candidate’s interests, what drives them, and what they’re most enthusiastic about.
If it’s hard for a candidate to come up with pursuits that they’re excited about, they might not be the ambitious hire that you’re looking for. Those who are curious and excited have an energy about them that will carry over into their job as a member of your team.
Consider How They’ll Fit In
It’s important to consider how a potential employee will mesh with the culture at your company. If you interview someone who is already a fan of your products and services, that’s a great start. If you have a rigorous, deadline-driven way of doing things, you may want to steer clear of really laid-back candidates.
Save Yourself The Hassle
Now that you know how to find the best candidate to fill a job position, allow us to give you some tips on how to get other things done right the first time.