How to Make Sure You're Hiring the Right Person

Managers have two main tasks - leading departmental processes and managing employees. However, many managers struggle to make wise hiring decisions even when supported and guided by skilled recruiters and employment specialists. Managers' hiring decisions ultimately affect the profitability of the organization, so it is essential for a manager to determine which job applicants are the best employees.

Pre-screening of applicants

The first step in the selection process is the pre-selection of applicants. Applicants fill out an online application, which employers use to identify those who will be placed first. The preparatory measures that managers use to narrow down the pool of applicants include a pre-selection process through close examination of applications and CVs, as well as telephone interviews to find applicants who meet the basic requirements for the position.

Content review

Selecting candidates based on the attractiveness of their resumes is a mistake that some managers make. Managers should not base their decisions on smart resumes or state-of-the-art online resumes. Hiring the right person for the job starts by focusing on the content - the candidate's qualifications and experience - rather than the flashy presentation of the candidate's qualifications and experience. Some CVs and their presentation merely distract attention from the manager's focus on the right skills for the job.

Evaluate expertise

Recruitment managers are always responsible for selecting a candidate who can perform the tasks of the position or the candidate with the best functional skills. Interviews are only one way to assess a candidate's expertise. Recruitment tests also provide information on whether a candidate knows how to perform the tasks of the position. An effective approach is to ask situational questions during interviews, as they require candidates to explain the steps necessary to perform the job tasks or functions. An example of a situational interview question is "What are the three most important factors to consider when configuring a firewall for a company with five servers in different U.S. locations? These types of questions help managers assess the candidate's information technology expertise.

Work characteristics

It is quite possible that a candidate with superior professional competence may have bad work habits. Therefore, managers should look for candidates who are reliable and dependable and have a strong work ethic. It can be difficult to assess these qualities, but managers who examine the candidate's work history may be able to determine whether hiring a particular candidate is a wise decision. Longevity is not always the key to finding a suitably qualified candidate - employees with highly developed skills may not stay with an employer for several years. They may simply be sought-after professionals who take on increasingly demanding tasks.

Intuition

When making hiring decisions, a manager's intuition may outweigh the candidate's work experience, functional expertise and even academic qualifications. In this case, observing how candidates interact with other employees gives objectivity to the selection process. Conducting a factory tour and asking candidates to spend two to three hours on site and talk to their future colleagues or other managers is ideal for determining whether certain candidates have the right interpersonal skills to succeed in the workplace.

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