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Our instincts play a crucial role in forming our opinions about people.  Our first impression determines if we like the person, if we want to know more about the person or stay away from him/her.  However, when it comes to hiring the right candidate for the job, you need to rely on more than just your instincts.  You need to have a plan of action for assessing and determining the candidate who is the perfect for your organization.  If you choose incorrectly, it could end up costing you thousands and cause delays in reaching the objectives of your business.

Follow these guidelines to ensure you hire the perfect candidate that not only qualifies for the job but will be also be a valuable member to the organization and its people.

How to Find the Right Candidate for the Job

1. Accurate Job Description – Take the time to be clear about the role you are hiring for and what you expect from the candidate. Describe the job function, skills required and other traits that are crucial for the role you are hiring for.  You can also involve team members from the relevant department to determine what expectations and skills they require from the candidate, as they will be the ones working together.
2. Candidate’s Personality – During the interview process, assess the candidate’s body language, attitude, etc. Every candidate will display some amount of nervousness, but try to engage the candidate by getting them to talk, laugh and open up about themselves.  This will enable you to determine if the candidate is a good cultural fit because a technically qualified candidate might not always get along with other employees or be able to adapt to the company culture.
3. The Right Questions
   1. Employer Questions – Have an arsenal of questions at your disposal that not only determine if the person is technically qualified, but will help you decipher the person’s character, personality and attitude. For example, ask questions that reveal the candidate’s ability to cope with successes and failures.
   2. Candidate Questions – Pay attention to the questions the candidate asks because you can learn about how sincere the candidate is about the job. The type of questions the candidate asks will reveal, if he/she has researched your company, if you share the same values, aligned professional goals etc.
4. Personal Objectives – Ask questions that will help you find out if the potential candidate has given thought to their future in the role/company? What are their professional goals for the future?  Is the candidate open to learning and evolving into the roles required of him/her?
5. Patience – The worse thing you can do is rush into hiring a candidate because you are trying to meet a deadline. Hiring the wrong candidate can push you further from your goals, timelines and cost you more in the end.  Take the time to look for the candidate that meets all your requirements.  You can enlist the aid of the staffing experts at Red Bixbite Solutions Pune, India to find your perfect candidate.  The correct candidate will not only be technically qualified, but his/her attitude and personality will fit into the work culture and values of the company.
6. Intelligence not Charisma – A smooth talker is not always the most qualified. So, beware you don’t fall prey to a candidate who is attractive, talks eloquently, makes you laugh, and exudes charisma as they might not have the skills you seek for the role you are hiring for.
7. Set up the Environment – Interviews carried out in a strict and serious manner can make candidates more nervous, impact his/her performance and give false impressions. Therefore, create a relaxing environment to carry out the interview.  If possible, conduct the interview in a bright space that is more informal.  In between asking questions, engage your candidate in light conversation and laugh a little. This will reveal insights into the candidate’s real nature, their personality etc.
8. Probation Period – Whenever possible implement a trial period where the candidate’s performance is monitored and assessed. Use the trial period to see if the person is technically qualified, gets along with other employees, has a good work ethic, has a positive attitude, etc.  Therefore, at the end of the probation period, you can make an informed decision about making him/her a permanent member of your staff.
9. Reference Checks – Most employers ask for references from potential candidates. Use this opportunity to not only ask the references about the candidate’s work history and qualifications but ask questions about the candidate’s attitude, their character, their hobbies etc.  This way, you can get a comprehensive idea about the potential candidate before deciding if he/she will be a good fit for your organization.
10. Ask the Opinion of Other Employees – In addition to having other key employees interview the candidate to decide if he/she is the perfect choice for your organization, talk to other employees who interacted with the candidate, such as the receptionist, to gain information about how the candidate behaves with others, his/her communication skills, etc.

Mistakes happen when we are not clear about what we want.  In business, mistakes can cost time and money.  The staffing solutions provided by the experts at Red Bixbite Solutions Pune, India can help you find the best candidate that meets your exact requirements.