Successful hiring should accomplish two important tasks at once: closing a specific vacancy and making your company stronger. It’s vital that the time and effort spent should pay off in full. For this, as an HR expert or business owner, you need not only intuition but also accurate methods of evaluating candidates.
Proper candidate assessment is impossible without answering the following three basic questions in advance:
Ideally, each new employee should bring something new to the company culture and create a positive dynamic for the entity. Here are a few reasons why it’s essential to pay attention not only to the professional skills and competencies of the candidate:
That said, cultural homogeneity and strict alignment with company values should not become a barrier to new ideas or ways of thinking.
In order to properly compile a comprehensive list of requirements for candidates and, afterward, job descriptions, the first thing to do is to define the new employee’s role in the organization. Therefore, you need to ensure that applicants clearly fit your key business performance goals.
To do this, you want to follow these next principles:
As a result, you will not only get a detailed list of the qualities needed for the candidate but also sort out unimportant conditions.
Before posting a job opening for a particular position, your company manager, along with an HR expert, should make thorough preparations. To avoid getting the “wrong” employee, who you will be forced to fire due to critical mistakes or who will decide to resign independently, you want to think through a recruiting roadmap. Meaning a specific plan for your organization that you will use to find and hire new candidates.
To properly determine if a candidate fits your company’s values, determine the principles of your corporate culture. This will result in a list of the following important terms and aspects:
Once done, evaluate all candidates for the position against the abovementioned criteria.
Next, if it’s a new position, based on the list of skills and competencies, you will also need to create a job description that will contain the following points:
Also, don’t forget to include a call to action (CTA) in the text of the vacancy. For example, it may look like this: “Visit our office to learn more about the position” or “Call now to learn more before applying.”
Tips for writing a vacancy announcement:
If the conditions for posting a vacancy on the website allow it, you can also visualize your job description via photos or videos that will give an idea of the team.
The next step is to prepare for the interview with the candidate. This requires:
To conduct an interview, it’s important to use techniques by which your HR expert will be able to get acquainted with the candidate in detail and determine his or her thinking style. For this purpose, make sure that you:
Also, when making a list of questions, you can ask for help from employees who will have to work with the new candidate, including an immediate manager.
Be sure to ask the opinion of those of your colleagues who will be constantly and directly interacting with the new employee.
An interview is an important step, but it’s not the only way to get to know your candidates in detail. There are other methods that can be used for this, including:
All of the above-mentioned methods can help assess not only the professional skills and competencies but also the personal qualities of the candidate. Also, to test your candidate’s skills and competencies in reality, invite the applicant to a project. This method has advantages over traditional test assignments.
Not only the professional level of the candidate is essential but also how this person fits in with the mission and goals of your company. Additionally, if it’s a new job opening, you need to do more than just draft a description; determine in advance what the perspective of this role in your organization will be in 5 to 10 years.
Successful recruitment of an employee for any position should be preceded by comprehensive training. For this, make a list of requirements, job description, and list of questions for the interview. An HR expert and company management need to choose the right approach to find out the professional skills, personal qualities, and competencies of the candidate.