“When you have the right people, it is rocket fuel for the business” – Julie Walters, Founder of Raremark.

Recruitment is a crucial process for the future of your company. You add human capital to your organization and if they have potential, they can take your company to another height. The candidate is usually judged on the basis of their resume or the personae on social platforms. Still there is no way that one can ensure that the candidate would be a fit for the company culture or she/he is the right person for the profile. What do you do in such a scenario? How would you choose a candidate that is the best fit for your company?

What Experience Do They Have?

Experience doesn’t account only the years that the candidate has spent working in the industry. It also includes the variety of work that she/he has undertaken through their career. Have they done a variety of work? Have they worked in adverse situations? Did they deal with the challenges well? These questions will make you understand how much the candidate has learned and grown as a person in life.

Their Personality Trait Works For Your Company?

As a hiring manager you should take time in accessing the personality of the candidate. Break the ice so that they are more comfortable with you. The more frank they are, the more real personality will come through it. You will get to know if they would be able to work with the team or not. Whether they are sincere, punctual and professional. A pleasant personality is a must in workplace. Nobody wants to work with a temperamental human being.

Do They Have The Required Soft Skills?

Just like the personality, soft skills play an important in determining the success of a person in his/her personal and professional life. How well do they communicate, teamwork, adaptability, critical observation, leadership and such other qualities will get you a candidate who has the capability of being a great asset. You can have a list of such qualities and evaluate the candidates on its basis. It is pretty obvious that not every individual is perfect, but whenever you get a candidate with maximum qualities you should know that you have hit the jackpot.

Pay Attention To The Questions Asked by the Candidates

When the candidates are asked questions during the interview, the purpose is mostly to judge their analytical skills instead of actually listening to their answers. Similarly ask them to put any queries they might have regarding this job. It will urge them to ask more questions. You can judge how well prepared the candidate is. Has she/he done any research, do they know about the current affairs, are they keen to grow and do better in life personally and professionally? You would like to have a candidate who has potential to grow.

Ask Them Subjective Questions

If you want to understand your candidate better, you should ask them subjective questions. Anybody can have those typical answer practised. All the experience and data would not help you in understanding whether the candidate will be behavioural or cultural fit. Just like the personality you should ensure whether the candidate would be a good choice for the company or not. Descriptive questions that are based on specific scenarios will ensures that you get the best candidate for your company.

Take Your Time While Choosing The Best

If you rush into hiring and try to get a candidate on immediate basis, there is a great chance that you will end up compromising on the personality and experience. Give yourself ample time in accessing the person for the job opening. Take pre-screening and interviews seriously. These two sessions will help you understand the candidate better. If you have more than one choices then you can always have another round of interview through which you can evaluate your candidates better.
Hiring is one of the most challenging task that a business deals with. The cost is high and the risk of having a bad candidate is even higher. A wrong candidate can hamper your workflow and disrupt the culture of your company. Ensure that your recruitment has been done carefully. Outsource your recruitment responsibility to get the best candidate for your company.