You interview job candidate Dan, and the process couldn't be smoother. You throw a question his way -- kind of like tossing a basketball toward him -- he catches it, runs with it, and makes a slam dunk.
Every single time.
And then there's Mark. He's not quite sure what to do with the ball, although he looks even more amazing than Dan does on paper.
So, who do you choose?
Research shows that worker turnover costs companies throughout the United States $160 billion per year. This is why it's imperative that you get your candidate hires right the first time.
If you want to find the best candidates for your company, here's a rundown on eight tips to help you to build a winning team.
Let's jump in!
1. Quantify the Job Position's Deliverables
Before you start the interview process with your top job candidates, create a deliverables list. This list will tell your job candidates what you expect them to have achieved 30 days, 60 days, and 90 days after the first day.
Then, ask the candidates how they would achieve these deliverables. Their answers will tell you whether they have the skills, work processes and judgment necessary to succeed in the position you're aiming to fill.
2. Listen to the Questions That Your Candidates Ask
Job candidates' questions usually offer a great deal of insight about them, even more than their actual interviews do.
For instance, you can tell from their questions whether they performed research on your company ahead of time and if they understand why your company's culture is so unique.
If a job candidate demonstrates a genuine desire to work for you because he or she connects with your culture and values, this will shine through in his or her line of questioning.
3. Have a Fun Interview Session -- Not an Uptight One
If your interviews are dry and cold, you'll never get job candidates to fully open up to you and be themselves.
So, create a fun experience for each job candidate. In other words, laugh, talk and be willing to engage with your candidates.
The more comfortable your job candidates are, the more likely you are to see their true personalities come through. This will give you an idea of how it would be to work alongside them long term.
4. Search for a Job Candidate Who Has Heart
Yes, finding out which job candidate has the best ability and technical fit is important.
However, it's just as important to find out which one is the best cultural fit for your company.
For this reason, in addition to making sure that a job candidate has the necessary know-how to the job, be sure that he or she is truly passionate about your business's mission.
You can do this by asking the candidate what the mission means to him or her, and how he or she plans to execute it in his or her daily work. The more concrete examples you receive, the better.
5. Take the Phone Interview Seriously
Before you hold in-person interviews, perform thorough phone screenings first.
While interviewing a job candidate by phone, focus on finding out if the candidate can actually handle the job duties he or she is applying to perform, and find out what his or her salary expectations are.
The phone interview is also a great time to go over job candidates' work histories, figure out whether they fit your company's culture, and determine where they may require more training.
All of this information will help you to rule out the bad candidates and thus save your valuable in-person interviewing time for the perfect ones.
6. Don't Be Afraid to Ask "Why"
As a hiring manager, it's critical that you fully understand a job candidate's a role in the accomplishments that he or she lists on his or her resume. For this reason, feel free to keep posing the question "Why" until you get the answers you want.
The digger you deep during the interview, the more quickly you'll determine how passionate the candidate truly is, as well as if he or she is more of a follower or a leader.
A great candidate is one who can show you what he or she learned from a given scenario and how this newfound knowledge can benefit your company.
7. Administer Tests to Discover the Best Candidates
Yes, you may feel rushed to fill a position. But that feeling of urgency shouldn't bleed over into the interview process.
If you move too quickly, you may end up with a bad candidate whom you'll have to terminate pretty quickly -- and that costs you money, time and energy.
To avoid this problem, give each job candidate a problem that he or she must solve. The problem should be an issue that the candidates would face in the job role. Their responses will tell you how skilled they are in fixing problems and how they behave under pressure.
Another great way to assess the quality of a job candidate is to give him or her a specific project to handle.
For instance, a sales executive may have to pitch a product to you.
Meanwhile, a Web designer may have to create for you a landing page, or a marketing leader may have to develop a marketing plan for you. In addition, a real estate sales agent could show you how to walk a buyer through a purchase agreement (discover more here about hiring real estate agents).
The whole point of giving job candidates various projects is to see if they're truly good at what they claim to excel in.
8. Pay Close Attention to the Job Posting Itself
Before you ever get to the resume screening and interview stages, you need to make sure that your job posting is on point.
How exactly? First, before you post the job opening, analyze the tenures of past hires, the sources of past hires, and reasons for turnover. Also, think about the managers who have overseen the position in the past.
These data can help with determining if external influences or internal factors must be addressed before you start your hiring process.
How We Can Help
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