1. Be specific
If you want to hire the right person for the job, you need to know exactly what you’re looking for.No one knows your business like you do, so this is an opportunity to create a team that will help your company grow to its full potential. Be crystal clear with the applicant and communicate all of the role’s tasks and requirements to see if your interviewee is up for the challenge.
2. Company culture fit
Determining whether a potential candidate shares the same values and work ethic as your company can be tricky. This doesn’t mean that the person has to have a specific personality type, as diversity in the workplace can improve creativity and production. However, it’s important that they can collaborate well with others and share similar values—so don’t deter from asking more personal questions about hobbies and interests.
3. A fresh pair of eyes
When conducting interviews with the candidate, a second opinion can help you pick the cream of the crop! Whether a few interviews are held by different team members or another employee is present in your meeting;greater input from others who know the business can be incredibly helpful.
4. Don’t hire based off of resume
When posting on social media, you only present the highlights to showcase yourself in the best way possible. This is the same with a resume—just because a candidate has ticked every box on paper doesn’t mean they practice what they preach. Put in the time to trial, chat with the references, and see how they interact with the team!
5. Ask them what they’re not good at
It’s easy to talk about your capabilities, experiences, and what you can bring to the table.But goals and aspirations are much more valuable! Ask the interviewee about areas they can improve on or get them to reflect on a difficult work encounter to determine how they respond in challenging situations that require fast-thinking.
6. Pay attention to the questions they ask
It’s not always about having the answers, sometimes it’s about asking the right questions. It’s equally important that your candidate feels the company is the right fit for them, so pay attention to their questions to scope out whether the connection is reciprocated. It might also tell you whether they’ve put in the hard yards to prepare with research!
7. Look and you will find
Don’t just put the position up on your website or LinkedIn and expect to find the best candidate straight away. What other social media platforms are you using? Is it listed on job search sites as well? Could your team members reference someone they know would be a good fit? Maximise the potential by scoping out all your options and take your time to find the right fit, because good things come to those who wait.
