Hiring the right talent is a process, and it does take work. But you might be going about it in a way that's making it harder to succeed than it has to be.
hiring right requires a strong hiring process
Great hiring processes start with understanding your business needs so you know exactly what you're looking for in a candidate. That lets you write a strong job description and posting that attracts candidates that are more likely to be a good fit for a position.
Once you get resumes and applications in, the hiring process moves on to evaluation mode. First you assess the resumes to decide who is worth a closer look. Depending on the type of position you're hiring for, you could get hundreds of resumes in response. Using applicant tracking systems and other technology to weed out unqualified candidates can help increase efficiency and speed up the process.
know how to conduct a job interview
All the parts of the recruiting and hiring process are important, but the interview is where everything comes together.
Interviews can last 15 minutes to multiple hours, but regardless of length, the meeting is all about assessment. Candidates assess you and your company to find out if they really want to work for you. At the same time, you assess the candidate to determine if they're a good fit for your position and company.
a proven approach to interviewing for fit
You can't just ask questions about a person's knowledge and skills. That only tells you if they're able to do the job. It's important, but it's not the only factor you should consider.
You also need to know if the candidate:
- Wants to work for a company like yours
- Would work well with the supervisor you have in mind
- Can be a positive addition to your team
To discover these things in an interview, you must ask questions that assess job fit, boss fit and company fit. Those questions might include "What do you think would be the most difficult or challenging aspect of the position?" or "Where did you experience the best teamwork?"
understand why you're asking certain questions
Asking the right questions isn't enough. You need to know the purpose behind the questions so you can parse the answers to inform your hiring decisions.