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How to Identify the Right Candidate for a Job Opening

how to identify the right candidate for a job opening
Daphne Blake

By Daphne Blake

Right Candidate for Job

right candidate for job

Regardless of how robust their scheduling software or time tracking software is, managers need to be able to choose the best candidate to add to their staff. Identifying or choosing the right candidate for a job opening can be a critical decision for anyone manager. Making a bad decision will not only disrupt the operations of a business, but it will also cost the business more in terms of organizing another hiring process. On the other hand, choosing the right candidate will make a business more successful.

The following tips will maximize the odds of making the right hiring decision.

Sorting and Ranking Candidate Resumes

Sort and categorize all resumes, or have them categorized based on the main criteria or job requirement for the position in question. The best resumes should be the ones that match the criteria closely. Simple details such as spelling errors and resume appearance can provide subtle clues on how well the potential hire will perform the job if hired.

Pre-Screening Interviews

After coming up with the most promising resumes, carry out pre-screening interviews on the candidates. Prescreening will help you determine whether a candidate is a good fit for the job in terms of qualifications and salary expectations.

During a pre-screen, make sure the candidates understand the job description well, including the tasks, deadlines, hours per week, and the type of employment in question.

Such interviews can be conducted by through email, Skype, or telephone, after which face-to-face interviews can be arranged for candidates who pass the (pre-screening) interview.

Face-To-Face Interviews

During these interviews, focus most of the interview questions on the most important aspects of the position or job. Ask for more details regarding any significant achievements the candidates have relating to the job.

Also, ask questions that will determine whether the candidates have bothered to research on the company. Talking about the vision and the goals of the company will also show just how interested the candidates are in the company.

Refrain from asking embarrassing questions such as their financial standing, relationship status, and so forth. If you notice that a candidate has a physical disability, don’t judge his or her abilities based on the disability. Asking questions regarding sexual orientation, physical disabilities, and more are not only unethical but often times illegal. Thinking outside the box is very important when making a hiring decision. Some candidates may fall out of your requirements but will still prove to be the right fit when given a chance.

Remember that the most important factor of job performance is organizational fit. A team member that is over qualified may not fit well with the team resulting in a poor workplace environment. Meanwhile a candidate that is under qualified who fits well with the team may out perform his or her abilities based on his or her fit within the company culture.

Background Checks

During the face-to-face interviews, double check the credentials of candidates and acquire signed consent forms to perform deeper background checks. Running basic background checks on candidates will not require their consent, but there are legal limits on how far you can go, especially when you need to hire people to check the candidates out.

In conclusion, it is still possible to make a bad hire even after following these tips and it is also okay to let the hire go if all attempts to retain him or her have failed. Sometimes, not even the best managing skills, up-to-the-minute labor management technology, and online scheduling softwares such as online time tracking and online scheduling will make a bad hire add value to your business.

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