10 Steps to Recruiting the Right Person for the Job

1. Determine organizational needs

Do the research and determine what your company really needs (this will naturally vary, depending on those you’ve already got there, their skill sets and personalities), and above all, how well your workplace already functions. Taking the time to determine the exact qualification and competencies you are looking for will help you make a better decision.

2. Assess resumes

Read resumes properly, study them for strengths and weaknesses, and inconsistencies. Try to get a feel for the candidates, and do your vetting (beware the overly glowing referees who may secretly be trying to get rid of the person).

3. Spend enough quality time with candidates

Set aside a decent window to meet with the candidate. This cuts out the razzle dazzle, and gives them a chance to listen and speak (the same applies to you). It’s preferable to let them know at the beginning how long the discussion will be.

4. Challenge them with questions

By all means ask curly questions — you want a person who thinks on their feet and who has experience. Equally, you’re looking for initiative and capacity for good judgment.

5. Determine attitude

Seek a combination of energy, positivity and keenness to learn, balanced with what they already know. If a candidate seems a little cynical or reticent, draw them out to see if they warm up (some won’t and may be clear non-starters for the role).

6. Assess problem-solving skills

Look for people who have good problem-solving approaches, but don’t forget they may not always have been in a position to problem-solve. Give them an example of a minor problem they would encounter on a regular basis and ask how they would handle it.

7. Don’t jump on generational assumptions

Examples include privileging millennials over Generation X’s or vice versa, or letting biases bubble to the surface. You’re wanting the best person for this role, so don’t be superficial — think about what really will progress your organization. Don’t get caught up with generational differences.

8. Listen carefully to their answers

Have your questions ready, but listen closely to what candidates say and how they say it — if you avoid clichéd approaches to questions and trendy phrasing such as “what are you passionate about?” you may well get far more revealing answers. A little silence here and there can be useful in eliciting further explanation.

9. Include other decision-makers

You may like to bring in a second, even third person to co-conduct the interview with you. This can allow you to draw on their reactions and different interviewing approach as a means of sifting through various candidates.

10. Manage emotional energy

Don’t forget, job interviews can be emotionally draining for both interviewer and interviewee. Offer them coffee, tea or water before you begin, choose a pleasant, quiet place for the discussion, and bring some warmth and good will to the meeting. Chances are, you’ll meet halfway, and that’s far better for determining prospective hires than speed-recruiting or trite one-size-fits-all approaches to asking questions.

SOURCE:.bizlibrary.com