How To Easily Pick The Best Job Candidate

by Mila Kalajdzieva

Finding the right job candidate can be a difficult task for any employer. HR professionals must keep up with all the new techniques in recruitment, which can make the process daunting. We’ve compiled a list of helpful tips to ease these struggles.

Before we dive into the wondrous world of recruitment, it’s important to mention that the perfect candidate DOESN’T exist. With that said, recruiters should try their best not to overlook candidates who would be a good fit for the job with appropriate training. Here are six tips to help you hire the newest addition to your company:

1. Write a clear job description

The first encounter potential candidates have with you is through your job posting. Firstly, you should make sure the job description is clear-cut and to the point. It should include several elements, such as a job title, responsibilities, expected qualifications and skills, benefits, and preferably a salary range. Secondly, you should write in a way the average job-seeker can easily understand. Finally, you should include relevant contact details if the job candidate has additional questions.

2. Advertise in the right places

If you think you can post your job ad on LinkedIn and candidates will come flooding, you should think twice. Instead, recruiters must put a little more effort into advertising their company’s job opening. Namely, think about where your potential candidates are most likely to look for a job. If you want to hire a candidate that’s fresh out of university for an entry-level position, consider posting the job on social media. That’s where young adults spend most of their time and can come across your ad. On the other hand, if you’re on the hunt for a higher-level candidate with considerable experience, look towards industry-specific sites where senior professionals lurk.

3. Give the candidate a task

So you’ve found a promising candidate, what now? Before inviting them for an interview, you should determine if they have the necessary skills for the job. You can do this by giving them a relevant task that incorporates duties they will need to fulfill if they get hired. For example, you can ask a candidate for a content writing position to write one or two short test articles. By doing this, employers will have a chance to assess whether the applicant has what it takes to do the job successfully. Likewise, this task can also help the candidate because it gives them a clear example of the responsibilities for their desired position.

4. Ask about their interests

When the interview portion finally rolls around, a good HR manager knows how to ask the right questions. Aside from the usual “Tell me about your strengths/weaknesses/accomplishments,” you should make inquiries about the candidate’s interests. This way, you can gain insight into what the applicant values in life. Knowing what makes them tick can tell you a lot about the type of person they are. However, make sure not to ask overly personal questions, as that might not go well.

5. Assess their behaviour

It’s crucial to never overlook a candidate’s body language and soft skills during recruitment interviews. Sometimes, how they say something can be more insightful than what they say. For example, if the applicant is reluctant to talk freely or elaborate on their statements, they may not be suited for a position that requires frequent teamwork and collaboration. Pay mind to subtle cues in their behaviour and jot them down.

6. Introduce them to the employees

Last but not least, find out what employees think of the candidate. How well do they get on with the applicant? Does the candidate match the energy of the office? Can the employees see themselves working with the candidate? The answers to these questions can help you envision what the future would be like if you hire that particular person. Ultimately, you’re all working towards the company’s growth. Ensuring future employees mesh well with current ones brings you closer to that shared goal.

It can be tough finding the right person for a job. However, by implementing these tricks, you can significantly lighten your load. You’ll be able to get a clear view of the candidates and discover how they would be like both on and off the job.