Hiring the right candidate is not something that just happens out of pure luck. In fact, if you rely on luck, the odds will be stacked against you, and you’ll end up with a clown on our payroll. Take a look at below points which can help you to finalize …
You might think your dream candidate is the person whose qualifications are an exact replica of the job requirements, but that’s not necessarily the case. “The person who seems most qualified may not be the best person for the job,” You can build a more effective team by hiring people who can perform 60 to 80 percent of the job, since that will keep them motivated and give them some room for professional growth. That’s the perfect formula for high productivity and a positive attitude. On the other hand, someone who comes into a position at a high level will likely be hired at the maximum salary, and may feel unchallenged and more likely to move elsewhere.
Everyone is busy, but scheduling a 10-minute phone call can help weed out applicants who aren’t the right fit, thus avoiding an awkward and time-wasting in-person meeting.
Often, the last part of the puzzle when making a hiring decision is salary negotiation, but that’s a mistake. Again, you don’t want to waste everyone’s time by finding, screening, and interviewing a bunch of job seekers, only to find that your top picks have different salary expectations than you can offer. Ask candidates about salary range preferences, as well as about their current/previous salaries to make sure you’re in the same ballpark for future negotiations.
The goal of the job interview is to get the interviewee talking 80 percent of the time. You want to ask well thought out questions to get at the heart of the candidates ability, motivation, and teamwork and manageability. Ability refers to technical skills, being able to perform the job’s functions, and work experience. Motivation is how willing the person is to learn and grow. Teamwork and manageability is essentially people skills, and recognizing the right personality and mindset for your company.
“Tying each job to its specific problem-solving responsibilities and identifying its role in the bigger picture is the most critical step in hiring effectively,” . In other words, if you hire people without a clear sense of what their role is in the company, how can you properly evaluate the job they are doing?
Ref - Martin Yate