Selecting the Right Candidate for the Role
These top tips will help you make the right decision during the difficult task of selecting the right candidate for the role. Also, check out the Zing365 Series Video of Scott Hutchinson from New Chapter Consulting, sharing his 5 top interview tips.
DEVELOP AN ACCURATE JOB DESCRIPTION
The job description is the information that candidates will use to assess whether they themselves are right for the role. Make sure it clearly states the knowledge, skills and attitudes that will be required in the role. Be clear on what criteria you will use to assess candidates against these.
INVOLVE THE DEPARTMENT
Wherever possible use the experiences of those in the department, you are hiring for. Ask those who will report to the role and those who the role will report to, to have some input into what is required.
CREATE INTERVIEW QUESTIONS THAT ASK FOR EVIDENCE
Create an interview plan that asks for evidence of the knowledge skills and attitudes you have come up with as relevant.
REFERENCE AND CHECK
Take notes when candidates are talking about their evidence and follow up if you feel you need to. Check with referees if possible.
Candidates will want to talk about their achievements, but you need to assess how much they were involved, particularly if it was a departmental achievement.
ASK ABOUT OVERCOMING CHALLENGES
There will always be challenges in any role, generally unforeseen. You want to know how a candidate will react to these challenges so find out from them how they have done in the past.
PERSONALITY ISN’T EVERYTHING
You may have a candidate who is charming and easy to talk to. That can be part of the role requirements but beware of being taken in by it. They will need more than just a great personality to do well in the role.
LEAVE THE PAST BEHIND
It is easy to get fixated on the current or previous holder of the role you are interviewing for. Candidates may be very different from the current employee but still be effective in the role.
ATTITUDE IS EVERYTHING!
You can improve skills, and you can teach knowledge, but attitude can be harder to change. For example, if candidates are showing signs of low motivation or difficulty getting on with teams, you need to assess whether this is something that may continue to be a problem in the new role.
TEST WHERE POSSIBLE TO FIND THE RIGHT CANDIDATE
Don’t be afraid of including a test element in the interview, as long as the candidate is warned. It can be a useful way to assess the candidate at work.
You might have a clear idea in mind as to the kind of person you want in the role. But be prepared to adjust that idea and be flexible if necessary.
LEARN FROM PREVIOUS EXPERIENCE
Use the experiences of the past to shape your future interview experiences. If your hires have not gone on to work well, ask yourself if there was anything in the interview process that could have given you a clue about this.
It is unlikely that every hiring decision you make will work out perfectly. You can only make sure you follow a process which will give you the greatest chance of hiring the next great employee.