How to Find the Right Candidate for the Job
When a hiring manager makes a mistake in the choice of a candidate for a job, the effect is felt throughout the department, and in some cases, the entire company. Plan your selection process carefully and use the tools at your disposal to ensure that the next employee you hire fits the position and the company culture, as well.
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Instructions
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Write a detailed job description of the position that you are hiring for. Include academic qualifications and work experience necessary for the position, as well as the types of soft skills needed for the job, advises ManagerWise.com. For example, specify whether the person hired should be an excellent communicator and enjoy working on teams.
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Discard application materials from candidates who did not follow your application directions. Then toss any resumes or cover letters that are sloppy or contain typos or formatting problems. Screen remaining candidates by whether they meet the academic and work experience requirements of the job.
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BuilderSpace.com recommends that you have candidates take personality assessments to determine if they have the personality characteristics that will help them perform the job well (see the Resources section). Ask candidates whose results match with your team and company's work style and values to interview for the position.
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Use situational questions in the interview that will help you identify whether the candidate is a good fit for the position and for the company. For example, if you want to find out if the person will ask for help if needed, include an interview question such as "After you have read all of the employee handbooks, and you are still faced with a problem that you do not know how to handle, how will you find the answer?" You also may arrange for a disruption to occur during the interview to see how the person deals with interruptions, recommends ManagerWise.com.
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