How to Find the Right Person for the Job

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Hiring the right person for a job can be a daunting task and a very important one for a company. The wrong hire can cost you money and set your company back to where it was at the beginning of the job search. Everyone looks good and similar on paper, so it is important to go into a job search with an exact idea of who the right candidate is for your company. There are a few points you can use to make sure you pick the right person for a job.

  • Go for what you and the company are looking for and stick to it. USA Today.com suggests keeping a list of qualities and attributes in front of you so that you remember them during interviews and the search. This is designed to keep you from getting distracted by looks, a good talker or a great resume. Instead, you will remain focused on looking for the attributes that are the right fit for the company.

  • Give everyone the same chance by reviewing resumes at the same time. USA Today.com says this ensures that each resume gets the proper attention. Sometimes, when there are dozens or even hundreds of applicants, the first few that look good get a lot more attention than the ones at the bottom of the stack. USA Today.com advises setting aside time and giving everyone a chance at the same time to make sure each candidate gets a fair look.

  • Ask questions in an interview that relate to the qualifications. CNN Money.com suggests writing down questions that are specific and test for skills and qualities you want in a candidate. Generic questions might let you get to know a candidate, but they do not help establish how the candidate fits in your company.

  • Check references forward and backward. According to USA Today.com, 54 percent of employment records were different from what applicants supplied. In addition, 41 percent of resumes had discrepancies in education history. It is important to be thorough in checking backgrounds and references to ensure you have met the true candidate. CNN Money.com suggests checking not only listed references but "backdoor" references--those that the candidate worked closely with but does not have listed on the resume. This will give you a better picture of what others thought about working with your candidate.

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  • Photo Credit Symphonie/Creatas/Getty Images
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