It goes without saying that hiring the right people for the right positions sets your organization up for success down the road.
Here are four strategies successful organizations use to identify the best qualified candidate and hire effectively every time.
1. Discard “magic bullet” questions
Interviewers can get too clever for their own good by asking “magic bullet” questions designed to reveal what makes a candidate tick. A better approach is to simply focus on elements that matter to the job at hand and ask questions that help you get to know how each candidate might perform.
Questions should center on learning more about a candidate’s experience, skills, knowledge, attitude, and behavior. These things will tell you how prepared a candidate is for a particular role and help project what level of success they will have in that role. When done well, such an approach can also give you insights into a candidate’s potential for success beyond the initial role.
2. Clearly define what constitutes success for each position
If you want to find the best person for the job, you need to create a blueprint for what you want at each position. This means defining what the position requires and what the job entails. Outline what you are looking for in terms of technical skills, education, experience, and other relevant attributes. Doing so will create a compass you can use to guide your organization as you evaluate each candidate in an effort to hire effectively.
3. Assess each candidate
It’s easy to list skills on a resume. It’s a different thing entirely to be able to apply those skills to real life situations.
Running candidates through a comprehensive set of assessments during your hiring process can help you see if they can walk the walk instead of just talking the talk. Assessments can incorporate anything from role-plays and simulations to testing and interviews, and should provide you with insights into each candidate’s underlying ability level and relevant personality characteristics.
4. Include other voices
It never makes sense for one person to run the show when you are evaluating candidates. An assessment is never complete until you include all relevant voices in the hiring process.
Candidates should interview with managers and leaders they are most likely to interact with regularly if hired for the position. And they should also be assessed by a competent third-party, someone with no stake in hiring Candidate A or Candidate B.
Incorporating these kinds of additional perspectives greatly increases the odds of finding better candidates—and will help you hire a person that hits the ground running after they come aboard.
Hire effectively by incorporating these strategies
Hiring the right person doesn’t need to be complicated, but that doesn’t mean it’s easy, either. Fortunately, implementing a robust assessment process along with the rest of these strategies can help you remove guesswork from the equation and point you to a candidate who is the right fit for the job and your organization.