When you’re hiring, you want top-quality candidates and the right-fit new hire. Sometimes, though, it can feel like searching for a needle in a haystack. Everyone either feels like they could be a potential fit or no one even comes close. Plus, the clock’s ticking and you need to hire. How can you spot the strongest candidates and keep your hiring process moving along? With these 6 sure-fire tips from Houston’s professional recruiters at Murray Resources:
#1: Make sure they followed directions when applying.
It might sound nit-picky, but if you asked candidates to include a certain subject line when applying and some don’t, it’s an indication they lack attention to detail. If they can’t follow directions when applying for a job, what can you expect from them once in the role?
#2: Evaluate the kinds of questions they’re asking.
Is a candidate asking run-of-the-mill, generic questions they found online? Or are they truly trying to dig deep to understand the role, get to know your company, and discern whether it’s all the right fit for them? The quality of their questions will also give you insight into how they think and what’s important to them.
#3: Talk about past mistakes.
Everyone hates the weaknesses question. But when a candidate can be open and honest about it, explaining what they learned from their biggest failure, it demonstrates accountability and transparency. People make mistakes; even the strongest candidates. It’s how they handle the crisis that can come after, what they learn from it, and how they apply it all that truly sets one apart over another.
#4: Create a mock scenario.
There’s nothing like seeing a candidate in action to help you evaluate whether or not they’re going to be a good fit for you. So, for instance, if you’re hiring a front desk receptionist, create a scenario where they have to answer a call and handle a client. It doesn’t need to be anything complex. However, it’s a simple way for you to ensure they have the skills and abilities to perform well in the role. That way, you can avoid surprises.
#5: Take them to lunch.
If you have a short list of candidates you’re considering, take each one to lunch with a few of your department members. Let them get to know your staff, ask questions and interact, all so you can evaluate how well they mesh. This can go a long way in ensuring they have more than just the technical aptitude to do the job, but the personality to complement the team.
#6: Don’t forget about references.
As professional recruiters in Houston, we know that reference checking is a time-consuming step. However, it’s a necessary one if you want to make sure a candidate that seems like a great fit is really going to be. So don’t skip it.
Also, when you call, ask more than just about job titles and tasks. Dig deeper to find out details like what work environment the candidate operates best in, how well they handle stress, what their biggest strength is and what past employers miss most about them.
If you’d like help sourcing the strongest candidates for your organization, call Houston’s professional recruiters at Murray Resources. We can help you locate and attract today’s top talent, all so you can build the most cohesive team possible. Contact us today to learn more or get started.