5 Tips For Making the Right Hire

December 18, 2012
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One of the biggest mistakes business leaders can make is hastily hiring employees. After all, when it comes to job interviews, the person conducting the interview has just as much riding on their shoulders as the candidate they are interviewing. Businesses rely on a leader’s ability to choose candidates that fit seamlessly into their business, and that bring the energy and expertise necessary for their business to succeed.

The difference between hiring just an adequate employee and the right employee is what separates the employee who works for your business and the employee who makes your business work. Finding the latter starts with the interview process. With that said, here are five tips from your friends at Dale Carnegie Training of Alabama to help you get the most out of your interview and the best person for the job:

1. Research The Candidate — Just as you expect your candidate to come to the interview prepared, you too should do your due diligence. Review the candidate’s résumé and use it to learn more about their past employment history and their job performance. By carefully tailoring your interview questions you’ll be able to gauge how well the candidate would fit at your business.

2. Avoid Snap Judgments — First impressions are a part of human nature and one of the ways we evaluate a candidate. But be careful not to use that solely to screen out a candidate. Although a person may be nervous he or she may still have a lot to offer to a prospective employer. By the same token don’t overlook “red flags” you may pick up during the interview if you ‘wowed’ by their first impression. Reserve your judgment and continue to learn more about them before deciding whether to take the next step in the process.

3. Use Behavioral Interviewing Techniques By Asking For Anecdotes — Phrases like “team player” and “born leader” are clichés nowadays. What you really want is anecdotal evidence of how someone is a team player or a natural leader. To borrow an old, creative writing concept, you want candidates to “show, not tell.”

4. Vary Your Questions — Ask a variety of questions during the interview not necessarily related to the position they are applying for. All jobs require a certain amount of adaptability, flexibility and improvisation. Test whether your candidate is able to bend with unexpected demands or likely to break under pressure.

5. Continue Evaluation — Just because the interview is over does not mean you are done with your evaluation of the candidate. After the interview, take some time away from the evaluation process. Perhaps sleep on it. This way, you keep a clear head whenever deliberating over whether a candidate would be a viable asset to your business or not.

Most importantly, try to stay focused on what matters most when interviewing a candidate. The more time and effort you put into the interviewing process and employing the techniques described above, the more likely you are to hire a perfect match for your business.

This post brought to you by the good folks at Dale Carnegie Alabama.  We would love to connect with you on Facebook!

Photo credit: freedigitalphotos.net/ambro

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