We know that finding the right candidate can be a laborious process (FYI – it doesn’t need to be). Suddenly, you find yourself in a great interview with a potential employee who is saying all the right things and has clearly done their research on the role and the company. Before you know it, you’ve pinned all your hopes for filling this role onto this one person with just a quick cursory look over their skills and experience.
“I’d rather interview 50 people and not hire anyone than hire the wrong person.” – Jeff Bezos, CEO of Amazon
The interview environment, in most roles, is a million miles away from what the day-to-day job will look like. To prevent you from being dazzled by a candidate who shines in an interview but isn’t a great fit for the role, we’ve put together a few things that you should keep in mind during the interview process.
Make a Wishlist
Before you even write the job description or review any CVs, make a list of skills, attributes and qualifications that are essential for a new employee to have in order to fulfil the role. Make sure you include attributes that relate to your company culture, to ensure the new hire integrates quickly into the team.
You can create a separate ‘non-essential’ list for qualities which would be favourable for an applicant to have but are not a necessity. If you find a number of applicants who fulfil the first list, the secondary list will help you to stay focused on finding the right candidate from your shortlist.
Put Their Skills to the Test
It’s all well and good if a candidate can tell you about their skills on paper or in an interview, but a pre-employment assessment really puts these to the test. Ensure that an applicant’s practical skills are tested in the form of an exam, mini-project, or demonstration. This should be done after the initial interview stage and before they proceed to the next stage in the hiring process.
Talk Outside of the Interview Environment
While some candidates shine in the interview environment, this doesn’t necessarily mean they are the best fit. The perfect candidate may be someone who struggles under the stare of the HR team but interacts really well with their immediate colleagues. Have someone else give them an office tour or even grab a coffee to find out more about the team they would be working in. This will give you a better understanding of what a candidate would be like in the ‘real world’ working environment.
Do Your Due Diligence
Once you’ve whittled down your shortlist and you’re confident in your final choice, it’s time to verify that they are who they say they are. Verify their professional credentials such as degree certificates, references, good standing certificates and professional licenses with TrueProfile.io and mitigate risk for your company, employees and customers.
Need to Hire in a Hurry?
At TrueProfile.io, we also offer businesses access to our recruiting product which is new for 2020. If you want to hire verified staff right away, search our database of verified staff who are ready to be hired.
To request a demo, email firstname.lastname@example.org.
Here’s a short video on how TrueProfile.io Recruiting works:
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