When it comes to hiring for a vacant position, every organization looks to hire the best candidate. This isn’t because hiring the wrong candidate just to quickly fill a vacant position is beyond making a personnel mistake; it’s because the recruiter needs to be sure of whether the hired candidate is the best fit for the job.
Generally, organizations don’t face a shortage of applicants. If they invest a little time in streamlining their hiring process, they can really end up hiring the best candidates for one or more vacant positions.
How To Hire The Best Candidate?
Organizations may be able to replace key employees in every team, they try to be as quick as possible when hiring their replacements and often end up hiring the wrong candidates. Well, there are certain mistakes recruiters must avoid while hiring.
In this article, we have 10 actionable tips that recruiters must follow to hire the best candidate:
1. Define the Role Before Hiring a Candidate
The process of hiring the best candidate starts with a thorough analysis of the roles and responsibility to be assigned to the potential employee. This helps you clearly define the responsibilities, desired skills, work environment, and prior experience in the job description.
This job description will also allow you to discuss the job fundamentals with the candidates that turn up for the interview as well as hire the best candidate with the desired skill set and experience.
2. Start with Pre-Screening Your Candidates
When hiring the right candidate for a vacant position, you need to prescreen all the applicants based upon their interview applications. Not only does this help you shortlist a few candidates, but also saves recruitment committee time.
For example, a candidate may seem good on papers but pre-screening can help you determine whether or not he is worth your time.
Pre-screening can also help you figure out whether their salary expectations are congruent with the organization. If not, don’t invite such candidates for the in-person round of interview and save their as well as your time.
3. Look for Career-Oriented Candidates
When hiring a new candidate, you must consider a subtle aspect to check how committed the applicants are towards their career and as professionals. You may also find one or more candidates who don’t have a stable career so far and that too without a valid reason. You probably shouldn’t consider them for the job.
As a recruiter, you would want an employee who has been loyal to the organization(s) he or she has worked for in the past. You would obviously be looking for someone who seeks this opportunity as a step to advance his or her career and, at the same time, can turn out to be an asset to your organization.
4. Look for the Best Candidate; Not Employee
Online platforms that offer business and employment-oriented services allow you to build your connection with people working in your domain. In fact, as a recruiter, you should start building your professional network the day you start working.
This step will help you contact a large pool of candidates who could become your potential hire when you start hiring for a vacant position.
The larger your professional network of qualified candidates, the more likely you are to hire the best candidate for the job. So, start building your network of professionals today.
5. Assess for Practical Experience
In an ideal case, you would want to recruit a candidate who not only is qualified for the job but also has relevant experience. However, such candidates are very hard to find and recruit nowadays.
The idea behind focusing on the professional experience of your potential employee is because they can quickly understand their role and take responsibility.
Hiring an experienced candidate is important because you will not to train him or her. On the other hand, if you hire a qualified but inexperienced candidate, he or she will take the time to learn things and take charge of the job.
However, this shouldn’t keep you from hiring freshers, as they’re more like blank notebooks. You can train them and make the most out of their unveiled potential.
6. Determine Strengths Required for The Open Position
Believe it or not, every other job nowadays is full of stress, to a certain extent. As a recruiter, you must judge candidates based on their ability to work under pressure (opens in a new tab/window) and strict deadlines, which is in addition to their experience and qualification for the job.
If the job profile you’re hiring for involves performing the same task over and over, then you must figure out whether or not a candidate will be able to still stay motivated and live up to the expectations of the organization.
If you find a candidate is quickly going to burn out under a stressful environment, he or she is definitely not fit for the job, irrespective of having a brilliant resume.
7. Consider Culture Fit
Another key parameter to judge a candidate is the ability to fit in your organization’s culture and adapt the work environment. In other words, you need to judge the applicants based on their social and interpersonal skills, as you don’t want a new hire to disrupt the existing workplace environment.
As every corporate job involves activities like employee interaction and client communication, the candidate you consider hiring must possess strong social and interpersonal skills.
To determine whether or not the candidate has these skills, you can run a background check or take the personal round of interview to that level. Do confirm how he or she used to get along with his or her boss and other colleagues in your reference check.
8. Check Professional Background
A strict background check is mandatory when hiring any candidate whatsoever. While conducting a background check, make sure to verify whether all the skills, experiences and sterling credentials are actually possessed by the candidate you’re planning on hiring.
Ask the candidate to provide few references from his or her employment history (especially supervisors) and educational credentials. If you feel any issue with the references, you may drop the plan to hire that candidate.
9. Ask Relevant Job Interview Question
A job interview is a primary and the most powerful factor in determining whether to hire a candidate. The questions you ask in an interview are critical in magnifying the true potential of a candidate, and they’re going to help you decide whether the candidate best fits the role he or she is being interviewed for.
These questions primarily help you shortlist a few candidates out of the whole lot that turned up for the interview. So make sure to prepare a list of the most relevant questions to judge all candidates based on their true abilities.
10. Keep Improving Your Hiring Process
As long as you’re able to hire the best candidates for the open positions, you need to focus on the current process and proceed accordingly. However, if you’re responsible for creating a full-fledged hiring process, make sure to keep doing some tweaks to it periodically.
I personally have seen interviewers asking irrelevant questions during a F2F interview round. And, if you don’t answer those questions, you don’t possess the awareness of your surroundings they consider, irrespective of how strong you have been so far during the previous rounds of interview. And, to no surprise, I wasn’t hired.
A more efficient way to interview your candidates is to ask them about their corporate journey, their qualification and professional experience (opens in a new tab/window) so far in the industry. Also, discuss what social and interpersonal skills they have and how efficient they are in learning and adopting new things.
As a recruiter, make the job requirements as clear as possible to attract the right candidates. If possible, include other people in the interview, preferably from the team that has invited the job applications.
Hiring a new or replacing an existing employee involves putting in a lot of efforts, especially at the senior level. While the hiring committee needs to manage the employment cost the organization has to bear, replacing a senior-level employee can cost up to 100% of his or her salary.
To avoid such huge additional costs, try to retain your key employees by all possible means. In contrast, if you still need to hire, be clear with the hiring process and practice these tips.