In today’s edition of Tips from the Experts, we asked three business professionals to share their top 5 tips for hiring the most suitable candidates for their business.
Julie Pickersgill, Operations Director at Advanced Digital Dynamics Ltd
1. Be Tough in Interviews
Often interviewers aren’t tough enough with their questions and ask predictable questions that all potential employees will have practiced. Try killer questions such as – ‘what would you do in the first 100 days of your job?’ or, ‘what can you bring to the party – how can you improve my business?’
2. Focus on Achievements
In my experience it is helpful to focus on the achievements of an individual, because this will tell you, as an employer, what makes them get out of bed in the morning – and where their talents lie.
3. Look for the Right Attitude
Don’t expect applicants to be the full and finished package. The right attitude to life and work is far more important than the ability to leap in with both feet and do the job perfectly from day one. You can train skills but you can’t fix a bad attitude.
4. Involve your Team in the Process
Depending on the position, involve your team in the interview process. They’ll be able to see subtle things about a candidate that you may miss, personality traits that you didn’t register, and technical strengths or weaknesses that you don’t understand.
5. Keep your Current Employees Happy
Once you’ve found the right people, remember to stop for a breath and have some fun along the way. Happy employees tend to be the most productive and will act as magnets to attract top talent which will keep the business forging ahead.
Mark Coombes, Director at Connective Business Solutions
1. Fully Define What You Are Looking For
This includes a detailed advert that clearly states the role and requirements whilst also selling your organisation. Also, have a job description and person specification as part of the application pack. This will ensure you receive only those applicants who are suited and genuinely interested in the role.
2. Select the Right Method to Advertise/Recruit
Don’t simply take the cheapest and easiest method. Take time to review exactly what methods are right for you. For example, advertising in relevant professional publications, head-hunting, local papers, social media, etc.
3. Screen Candidates
Prepare standard questions (e.g. salary expectations) that you can ask each candidate over the phone. By doing so you can find out valuable information that identifies who the suitable candidates are and if they are worth interviewing. This can save you countless hours in wasted interviews.
4. Create a Welcoming Environment at the Interview
Just the thought of an interview can be nerve-racking for many people and it may be that the most suitable candidate doesn’t present themselves well just because of this. Therefore, consider the environment and layout for the interview and also spend five minutes at the start of an interview making the person feel relaxed, asking them how they are, how their journey was; having a general conversation puts them at ease.
5. Have an Experienced Interview Panel
Ensure your interview panel contains people who are experienced in the interview process. Experienced interviewers don’t just listen to an answer given; as sometimes what a candidate says can tell you one thing but their body language can tell you something quite different. They also know to ask detailed, in-depth questions and follow up questions to obtain a full answer from candidates.
Jay Karsandas, Digital Marketing Manager at Mobiles
1. Value Experience over Qualifications
While a prestigious qualification may look great on paper, it’s generally only theory and is often far removed from the real world of work. It’s more crucial to be able to apply this knowledge into achieving results. If a candidate lacks the formal qualifications but demonstrates relevant experience, they could be a safer investment than a candidate who has never put their ideas into practice.
2. Goals and Aims
Your questions should try to pinpoint the candidate’s true motivation for the role. Are they seeking a cosy 9-5 working week, or are they striving towards a career 5-10 years from now. You want to employ someone who is going to give it 110%; there will be times during the year when you need your team to go the extra mile and dig deep. Filtering through employees with a bigger desire to succeed will give you committed individuals with deep seated values who will support you no matter what.
3. Examples/Portfolio Work
Portfolios are not just for candidates in the creative industry. Ask to see samples of work from their previous roles. As they explain their previous work to you, you’ll develop knowledge on how much they understand, and how they believe their past work relates to their current application.
4. Personal Interests
You should try to gain insight into what makes them tick. Do they have interests outside of work? Do they get excited talking about these? These answers can give you an idea if the candidate will integrate well with your existing team. Since you’re going to spend more time with this new candidate than your family, it certainly makes it easier if you share a little common ground.
5. Do They Have the Values You Want in Your Team?
Are you hiring them as a person, or just for their skill set? It’s very rare that a candidate has the exact perfect skill set. At times it comes down to the person sitting in front of you. Ask yourself – are they the type of personality I want within my organisation? Do they share the values of the organisation, and have the drive to see these through within their employment, while ultimately demonstrating personal values that you respect?
Thanks to all our contributors for their valuable advice. Do you have any tips on hiring the most suitable candidates for your business that you would like to share? Feel free to leave a comment in the section below.
