28/04/2022
🎯📌📣You know the qualities and characteristics you're looking for, so finding the right person is a matter of matching their past performance to the desired output you want
1. Understand how the candidate’s aspiration fits with the job
As you create the job description for the role you’re hoping to fill, pay attention to how you see the position growing within the next few years. How does your ideal candidate fit into your growth plan for your business?
It’s important to get a clear sense of both how you foresee the ideal candidate growing in the role that you’re hiring for, as well as an understanding of the career goals of your potential candidates.
2. Vet them appropriately
It can be tempting to skip over the process of thoroughly evaluating references; after all, it’s time-consuming work, and it can be difficult to determine exactly how a prospective employee’s interactions with previous coworkers will map onto your business and the open position.
3. Consider evaluation strategies beyond the face-to-face interview
Does this mean you should abandon interviews altogether? Probably not—but it might mean adding some tools to your interview arsenal beyond simply evaluating resumes and a few rounds of interviews. Pair the process with data, like personality tests and skills-based questionnaires.
So, while you shouldn’t forego in-person interviews entirely, consider using additional measurement tools in conjunction with interviews to give you a more well-rounded sense of potential candidates.
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