How to Hire Right ?
The “best hire” is a lot more than just the selection of the most qualified and best matched applicant to the job requirements and work environment. While it has always been true that recruiters need to become very familiar with the details of the job description (and any other job requirements) before an interview, that is not enough for success in today’s “war for talent.”
You need to develop skills that allow you to read through the noise often found in a candidate’s resume or application materials. You need to be able to determine a best fit between experience, skill development potential, and the job. You also need to know how to craft strong, open-ended interview questions that will guide you to your best candidate.
Skills such as mentioned above are very difficult to spot or acquire when you are working in a start up. This is majorly because of limitations in finances as well as a lack of popularity. Between all this, a common mistake is to recruit an average candidate instead of waiting for the right one. To prevent this, following a ritual set of questions is recommended-
The basics questions or the prerequisites are the kind of questions that every recruiter asks without fail. But most recruiters limit themselves to this set of questions and lose out on their “dream hires” while settling for the standard lot. This lot includes questions like-
- What qualifications would the ideal candidate possess?
- What are the essential skills, experience, education qualifications, and certifications?
- What factors have been the most important in the past of the startup for good performance?
- What qualifications have been the most important in the past of the candidate for good performance?
- What will this person need to accomplish in the first six months?
A better addition to this set for a more enhanced perspective will be questions like-
- What would great performance in this position be like?
- What are the “preferred” skills or talents that would make great performance possible?
These questions should then be amended for optimized responses from candidate interviews that answer the following-
- What key job-related information do you want to know about the candidate?
- What are key showstoppers that would greatly impact performance or team unity?
- What key things should be identified in interviews: verbal, non-verbal; past, future; task, relationships; detail, creativity; etc.?
Other things you should analyse in a candidate’s profile are compatibility, passion (not only to work but also to learn), listening and analytical skills, and their social quo. These attributes can only be tested accurately after a great term of recruiting experience and the only way to hone these in the opening years of hiring employees is to involve other people in the hiring process. This leads to numerous different opinions and perspectives and is crucial in recruiting new talent