An organization is only as strong as its weakest link. This is why so many businesses are investing a great deal of time and energy into their HR departments. They want to make sure they choose candidates that are well-suited for their company. But what makes the perfect candidate? Here are a few ways that you can assess your candidate before hiring them.
- Determine how well they fit into the culture.
Sure, you may be interested in hiring a candidate that has all of the technical skills and qualifications needed. However, what many employers tend to overlook is how well an individual fits into the culture of their organization. Does this person seem to have the socials skills needed to thrive in this environment? Will their attitude disrupt the company? Pay attention to the way in which they communicate with you and your staff. Also, find out how well they got along with their previous coworkers.
- Offer a problem.
One of the best ways to assess a candidate is through problem-solving. During the interview, present a problem that they will likely face in their new position. Ask them how they would handle the situation. Not only should you pay attention to their resolution, but also the thinking process that it took to arrive at the answer.
- Discuss something that they’re passionate about.
If you’re interested in finding the right candidate, ask them about their hobbies or what they’re the most passionate about. Why is this effective? Well, when the candidates speak about something that they’re actually interested in, they will be more likely to open up about who they are and their background. You’ll also find out what motivates them.
- Pay attention to their questions.
An interview is about more than a company finding the right candidate. It’s also about the candidate finding the right company. It’s a two-way conversation. This means that the best candidate will come with questions of their own.
They’ll want to know more about the company and where they fit into your goals. So pay attention to the questions they ask. Their questions will give you a better idea of what their priorities are. Are their questions thoughtful?
- Can they own up to their mistakes?
Taking accountability for our mistakes can be difficult at times. However, it’s an important part of development and growth. And that’s why it’s so important that you look for a candidate that knows how to admit to their mistakes. Ask your candidates to describe their biggest failures as well as what they learned from these situations. If they attempt to put the blame on someone else, this may be a red flag.
- Find out if they enjoy learning.
Another great way to assess a candidate before hiring them is to find out if they enjoy learning new things. The more eager they are to learn, the quicker they’ll learn. These individuals will also be more motivated.
- Reference checking
No matter how much you’ve learned about your candidate, it’s always important to check their references. Sure, they may have all of the necessary qualifies and say all of the right things, but you need to confirm that they are the best fit. Call their references and find out if the were a team player. Did this person handle feedback well? Was this person an asset to the company? Would this person be a good fit for the position that you’re offering based on strengths and past performance?
If you want to ensure that your company succeeds, then you need to assemble a winning team. So make sure that you do your research before hiring someone. Will they fit into your culture? Are they good at problem solving? How do they express themselves when discussing topics that they’re passionate about? Do they ask thoughtful questions? Are they willing to admit to their mistakes? Do they take pleasure in learning new things? Do they’re references confirm that they would be a good match for the position? These are just a few things that the development centre design likes to keep in mind when assessing candidates.