Finding the best possible candidate can be a complex and time-consuming process, but it’s worth the trouble because it will pay you back in employee productivity and a positive impact on your work environment. To make it easy for you, we’ve listed down 9 points to take into consideration while hiring the right candidate for your business.

1. Define The Job

Before you begin the hiring process, do a job analysis. Collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. Make a checklist of the things you’re looking for in a person for the specific role. For e.g. if you were to hire a graphic designer, your checklist could include a list of softwares, designing techniques and trends, a design portfolio and other necessary elements. Use all of that information to develop a clear and precise job description to attract top contenders.

2. Let The Word Out

Once you have a clear job description, spread the word to let the people know about your job openings. Advertise your job openings on various job boards and social media platforms to attract potential candidates. Via job advertising, you make your company known to a larger audience which will ultimately help in recommending you to like-minded people.  Two of the most well-known job posting and recruiting sites are Monster and Indeed.

3. Check for Relevant Experience

What qualification and how much experience does the candidate hold in your line of work? Focus on the previous and relevant experience of the candidate. This will help you decide if they will be able to integrate and become familiar with the job quickly or not. This will also save time and money when it comes to the training.

4. Check for Adaptability

Is the candidate fleet of foot when it comes to adapting to a frequently changing work environment and industry trends?  Ask the candidate to tell you how they can grow, shift and evolve with such changes? Being adaptive is important because handling changes with ease frees up the candidate’s time stressing over a new challenge.

5. The Types of Question They Ask

When in an interview, the candidate is not there to just listen to you. The type of questions they ask you, also tells a lot about their understanding of your business and their curiosity quotient.

Do they seem to appreciate and seek out the new? If the candidate has an appetite for curiosity, they are probably to be highly productive and have breakthrough thinking.

6. Test Your Candidates

As imposing as the resume might be, you shouldn’t go by the job titles. Assign them a small task and see how they pull it off. Make sure to set a deadline to determine their work ethic and time management. You can also try having them write down a few answers for you on a piece of paper. Comparing the answers against a field of candidates will get you a much clearer picture of how they think and work. Also, you must hire a person with strong social skills. You can evaluate the social skills of the candidate using standardized questionnaires such as personality tests. You can also organize a group discussion activity, have them interact with trained assessors and see how that rolls out.

7. Intuit Their Strengths And Weaknesses

In addition to their qualifications, is the candidate mentally strong enough to meet the deadlines under pressure? You should figure out if the candidate will be able to stay motivated if they’ve to perform tasks repetitively. Will they be able to pull off a few extra working hours with ease if need be? If you think that the candidate might burn out quickly under stress, they might not be a good fit for the job despite having an outstanding CV.

9. Is The Candidate A Culture Fit?

You are well aware of your company’s culture, but you are not the only person who might have to work with this candidate. Let the existing employees that you trust help you. Let the candidate interact with them and later, ask for their opinion. Your team can give you a better idea about if the candidate will fit in or not. Also, make sure to learn they aren’t prone to conflicts in the workplace through their work history.

Conclusion

While hiring the right candidate for your business can undoubtedly be stressful, it does not have to be overwhelming. If you take your time, follow the right procedure and consider the above-listed points while hiring, you will eventually end up finding suitable candidates for your business.