Hiring great candidates is really difficult.
Some time and effort in the application and interview process is needed in order to weed out candidates who might just be a bad fit for that particular job. For this reason, it is advisable to consider individualizing the hiring process.
If you are working as the head of HR department of your company or your startup has grown to the point of hiring a team, here are 7 amazing tips for hiring great employees.
1. Determine the Skills the Job Demands
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Use a pre-employment assessment with job profiles in order to determine the personality traits, skills and problem-solving abilities will be needed for each position.
Running this pre-employment assessment will help a manager to determine the percentage weight that should be given each favorable trait. This will help you to get the best assessment tailored to each position your company offers.
2. Administer a Pre-Employment Assessment Tailored to Your Job Posting
Your tailored pre-employment assessment will have a mix of questions that may include problem-solving, personality traits, and skills such as typing.
If you use a pre-employment assessment like the Berke Assessment, it can be as short as 10 minutes or as long as an hour. The candidates can complete the testing on their computer or their mobile device. This helps get more of the candidates to complete the assessment.
3. Quickly Notify Candidates Not Progressing in the Hiring Process
Notifying candidates as soon as you know you will not choose them will hopefully maintain their favorable view of your organization.
Unfavorable views of organizations have a way of finding their way to employer rating sites like Glassdoor. If your organization is perceived as fair in hiring, it will help other strong candidates feel safe to apply.
4. Before the Job Interview, Create a Task for Candidate
If you see anything in the pre-employment assessment that gives you some pause, you can create a mini-task the candidate can perform and bring to the interview in order to help you see if there is a problem or not.
For example, if you are unsure that the candidate is really serious about employment with your organization, you can have them do something as simple as bringing a written sample to the interview or read something that they need to be prepared to discuss.
5. During the Interview, Use Recommended Interview Questions
With a pre-employment assessment like Berke, open-ended interview questions are recommended by the assessment. These interview questions are designed to help you determine if some of the candidate’s weaker measures on the assessment can be overcome or coached, or if the candidate will simply be a bad fit.
For example, a candidate for a leadership position may show that they require a more structured work environment and may not be able to make their own decisions and lead. The Berke Assessment will provide you an open-ended set of questions that will have the candidate explain to you how much structure they require on the job and how much of a comfort level they have with making decisions when a boss is not around.
The Berke interview questions are personalized for each interviewee, based upon the desirable job traits and the candidate’s responses to the assessment that do not strongly demonstrate the desired trait. This helps you hone your interview time to focus on where problems may arise and in determining how coachable your candidate may be.
6. Personally Call All Interviewees
Call those interviewees who will not be hired as soon as your chosen candidate has accepted the position. This helps the candidates who were not chosen at least leave with a favorable impression of your organization. Some you may want to inform, if true, that you have another position that is or will come available that you think will be a better fit for them. This helps you maintain contact with those interviewees you intend to try to bring on board at a later time.
7. Use Social Media as a Potential Applicant Pool
One means of keeping in contact with those who might be a good fit later on is through a social media site expressly designed as your potential employee pool.
This helps you keep potential future hires updated on current openings and allows them to apprise you of changes in their professional status.
Using pre-employment assessments like the Berke Assessment tailored to the qualities required by each position at your firm, you can individualize the hiring process, including interviews, in order to look deeply at each quality that you need employees to possess.
Keeping candidates apprised of their status in the hiring process and social media can keep the next best candidates in the loop for future job opportunities.