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3 Tips for Hiring the Best Candidate for Your Office

When taking your business on the path of success, you don’t want to just create and offer quality products and services. You want the right people to be with you to help convert your dreams into reality. You want to be hiring the best candidate to help you grow.

Hiring the Best Candidate

You want professionals who are good at what they do, can work under pressure, know when to take charge, and have the right mindset to handle failure. Let’s be honest – every business has its share of downfalls.

Now, after reading this, a major question that must have popped into your mind is likely to be “how to make sure you hire the right people?”. Fortunately, it’s not that difficult.

Here are 3 solid tips for hiring the best candidates for your company:

1. Test for Commitment

One of the most important things to look for in a candidate is their commitment to their career. You don’t want someone who is completely fine with changing jobs or even careers when they get better opportunities or higher salaries.

Although there are reasons why some successful people change jobs more often than others, you wouldn’t want them in your company even if they are highly talented. This is because recruitment is a time-consuming process. In fact, your work isn’t done even after you have hired a candidate. You have to train them, spending valuable company resources before they are ready to contribute in a meaningful way. Because of this investment, you only want professionals that will stay with you for the long haul and become a part of your core team.

2. Conduct Background Checks

Many recruiters underestimate the significance of background checks. This results in hiring the wrong candidates who create problems. It could also lead to losses due to theft or fraud.

You don’t need to check the background of every single candidate that shows up for an interview. However, the ones you are actually going to hire, you want to do a variety of background checks to ensure that they don’t have any criminal record and whether they are actually what they tell they are.

There are many reputable websites like securethoughts where you can find about all the top background check service providers along with their reviews so that you can pick the right one for yourself. Some of the details you want to be covered include contact information, residential addresses, employment history, criminal records (if any), weapon permits.

3. Assess Qualifications, Learning and Analytical Skills

When you meet with a candidate for the first time, you are naturally going to sum them up on the basis of their resume. Thus, high qualification and a lot of practical experience are hands down a big plus. However, the assessment shouldn’t stop here. You need to dig deeper to see what exactly they have to offer.

The problem with résumés is that they can lie. A candidate may appear confident and even have a glowing letter of recommendation to give off an “all good here” vibe. However, what you need to know is how good is this person with learning new skills. You need to assess their analytical skills too because they play a big role in every job.

Some of the good questions to ask a candidate to measure their analytical skills include:

  • Describe a time when you had to solve a problem, but didn’t have all resources and information you needed. How did you handle the situation?
  • What’s your exact approach towards solving day-to-day problems?
  • Say, we want to buy new computers for our office and we want you to recommend a model. How will you go about it?

The Right Candidate

Don’t hire the first decent candidate that comes across your desk. Instead, do everything you can to ensure that you are hiring the best candidate. The right candidate will become an integral part of your team.


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