Hire the candidate best for your firm
Previously, I wrote about the topics of Recruitment, which play an important role to gather a pool of candidates for a particular job. The next important step is to find out, if the potential candidate has the right mixture of KSA's (knowledge, skills and attitude/abilities) which exactly match with the job description.
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| Hire the candidate best for your firm |
These simple tips would help you to hire the best candidate(s), which would be a valuable resource for your firm.
1. Identify your needs
You have to identify your needs. Clarify your self, why do you need a person for this position. It is always a good option to publish the job description in the job advertisement and also communicate to the candidates well in advance. Identify the skills that are requisites and having prime importance for the incumbent to perform the job. Identify those skills, which are not required but could help the incumbent in the next 1-2 years.
2. Be Realistic and Reasonable
Don't expect that the employee, you are going to hire would be in your firm for the next ten to twenty years. This era which is based on professionalism, people are more loyal with their profession rather than the firm. Don't expect that high salary would encourage a high motivation in the potential incumbent. Money play a role for a while but not for a long term. So before going for hiring a candidate, you have to consider that perks and privileges you are offering to the incumbent is according to the skills and abilities or otherwise.
3. Evaluate the Personality
Perhaps evaluation of personality is more important than the evaluation skills. You need a team player in your firm, who can coordinate with other team members to achieve the objectives of the whole firm rather than some lonely wolf, who just want to achieve only his personal or professional objective. It is always better to go for the detailed background check. You don't need to rely only on the references, you could always find your own resource persons, who could give you the honest opinion.
4. Go for multiple Interviews
Don't just rely on a single interview session lasts for 20-25 minutes. You could not evaluate a person in a small session therefore, it is always wise to go for multiple interview sessions. If you have not evaluated the technical skills by arranging a formal test then arrange at least two interviews, one focuses on the evaluation of skills while other on the professional side. Don't go unprepared for the interviews, always prepared before hand. It is always good to have an evaluation form in order to evaluate different aspects of the interviewee. Always start the interview from light conversation and allow the candidate to settle. Give time to the candidate at the end of the interview for questions. Be open to answer the questions asked by the candidate in a polite manner.
5. Don't Hurry
After interview, don't just decided at once. Consider all the factors like notice period, arrears to be paid in the previous firms, joining period, etc. After keeping in consideration all these factors, arrange a list of candidate w.r.t their suitability for the job.
6. Offer the best
If you find a suitable candidate that exactly match with your need then offer the best at once. Don't remain open the room for negotiation. If the candidate is not willing to join at a position that you are offering, don't start bargain. Let him go and offer the second best waiting in the lane.
7. Give time to settle
Even if you have hired the top candidate of industry, don't expect for sudden radical improvements. Give him due time to settle himself in new working environment. Arrange orientation sessions for the newly hired incumbent. Social events such as welcome dinner could be a good option.
