Top 10 tips for choosing the right candidate

When considering recruiting a new employee to your team, it can be quite an intimidating task. You never know if the person you’re hiring is going to be the right one for the job. Listed below are ten tips on how you can choose the right candidate.

1.     Assess the Company Culture
In order to recruit the best candidate, you will need to know what exactly it is your company needs. For example, what specific skills are needed? Assess what your business needs first, and then you’ll be aware of who you will want to recruit.

2.     A Clear Job Description/Specification
Before you begin recruiting the candidate, you should write up the criteria needed for the job role. This includes a summary of the job, the responsibilities and qualifications. With this in mind, you can be specific about the kind of person you want to employ.

3.     Employment History
A perfect candidate is measured by their employment history and qualifications. Be sure to check out an applicants CV and whether their employment history is compatible for the job. It’s important to ask them about what they did in their previous job posts. The more information you gain will help you understand the person a bit more.

4.     Researching their Social Media presence
Social Media is a new tool that helps us to understand the type of person you’re hiring, and if they’ll be a good fit for your team. By researching a candidate’s social media presence, you’ll be able to learn what work experience they have done and who they are as a person.

5.     Developing your Website
You might want to try to develop your career website a little more. This could include biographies about your team, quotes from clients and any exciting projects that you’re currently working on. The more you reveal how your business works, the more likely that an ideal candidate will apply to work there.

6.      Appropriate Questions
In addition to the job criteria, it’s advisable to think of what questions to ask the applicant, as well as the correct answers. It’s alright to take your time with the questions. Make them relevant to your business and see how the applicant answers them. You’ll know then if they’re appropriate for the role or not.

7.     Body Language and Deadlines
Body language is crucial in deciding whether or not you’ll want to hire the person. During an interview, take a look at the way the candidate is sitting, what gestures they use and if they engage in eye contact with you. That way, you’ll have a good idea if they’re ideal for your business. At the same time, ask them how they would go about working towards deadlines. Pay attention to their answer, and their reaction will dictate if you want to employ them.

8.     Any Questions?
One last sign to look out for in an interview is the questions that the candidate asks at the end. Listen carefully to what they’re saying, and how they speak. After that, you’ll easily be able to deduce what kind of person they are and if they are right for your business. You should also encourage them to ask questions about the business and make a note of what they say.

9.      Test Candidates
Depending on whatever business you’re running, you could set the candidate a little exercise during or after the interview. This can be something related to the company, and it will give you the chance to assess how well they work. You could also propose a what-if scenario to them (related to your business) and by listening to their answer, you’ll soon know if you want them on your team.

10.    Outside the Interview
If it is at all possible, you may want to consider taking the candidate outside of the interview and give them a tour of the workplace. This is a good tactic, because not only will it help the person feel relaxed, but it will allow you to see how they react to the company.

Make sure you look beyond the skills and how candidates look on paper. The best candidate should have the most necessary skills but also have the potential to grow and be a culture fit for your team.