Businesses are not successful without dedicated people to run it, but how do you find the right person for the job? Choosing a person whose personality fits into the company and credentials will fit the company’s needs is an art. Not everyone has mastered the process, but with a few set rules, anyone can fine the gems amongst the rocks.
The first step into hiring the right candidate is to evaluate how they fit into the company’s culture equality to how well they fit the qualifications of the job. Most jobs require employees to work with a variety of people in many different situations. The ability to work with others is an integral part of any job and should be evaluated equality with skill qualifications. Make sure that the person has the right behavioral requirements for the job. Knowing ahead of time the specific set of personality styles and behaviors the job requires, and look for candidates that fit the job.
The second part is to screen for the right set of skills. In interviews and on resumes people tend to stay on the safe side. People know how to give a good interview, but that does not determine if they will be a good candidate. The only thing that determines how well do in a job is past behaviors and results. Those are hard to see in an interview.
The third part to hiring a good candidate is to bring the finalists in and conduct 360-degree behavioral interviews. These interviews give you a broader picture of the applicants. The interview should include people that they will work with including bosses, peers, and direct reports. Ask questions that will probe into the person character and provide you with the feedback you need to make the decision.
The last step is to verify credentials. A bad hire could cost the company from $25,000 to $300,000. It is important to know that the candidate is truthful, and spending the extra $100 to ensure that is money well spent.