6 Tips To Help You Hire The Right Candidate

Posted by stephanie-salguero on August 27, 2015

6 Tips For Hiring The Right Candidate

It is a perennial business challenge – finding the right employees who possess the necessary skills and will fit your organisational culture. Employers should view new employees as an investment and forecast returns, both financial and intangible, over time. On the flipside, bad hires can cost a lot of money to a business through unfulfilled work, additional training, and potential cost of replacement. According to a report by Robert Half, 1 in 10 new recruits are regarded as a ‘poor hiring decision’ with 70% of HR directors admitting that they have hired someone who did not meet expectations.

Business pressures such as client demands, skill gaps and project schedules mean positions often need to be filled quickly putting pressure on the HR director and hiring manager to find a candidate hastily. An unfilled position is costly but hiring the wrong candidate could cost a business even more in the long run.

Here are 6 tips to improve your chances of hiring the right candidate:


1. Refine your hiring process

Establishing a seamless hiring process - including position requisition, candidate screening, contracts and onboarding - will help your business save time. Once you have established the most effective way to hire the best candidates you can concentrate more on individual job requirements and finding the necessary skill match.


2. Have clear job specifications for each position

Job specifications determine the skills and knowledge needed by candidates. The more detailed a job specification is, the more likely you will be able to attract the right candidates. Ensure HR and the hiring manager work together to build a thorough specification and be clear on what skills are required up front so no time is wasted screening unsuitable candidates.


3. Pre-screen your candidates

Dependent on the role, required skill set and location, you may get hundreds of candidates applying for each position available. Narrow down suitable candidates by pre-screening them. This could be done either over the phone or more effectively through an automated service available via an Applicant Tracking System (ATS).


4. Job Interview - Ask the right questions

Once you have done the necessary pre-screening and have candidates shortlisted for an interview based on their CV, prepare a list of questions which will help you determine if candidates have the skills and experience to fulfil the role. Also be prepared with other more general questions that will be help you determine if they would fit within your company culture. It is important to evaluate if they really want the job they are applying for. If new recruits are motivated from day 1 it will be easier to get return on your investment.


5. Promote your company

The first impression counts - recruiting top talents takes more than a job offer. If you want a particular candidate, ‘sell’ your company by promoting the friendly culture, the great benefits and talk through the career development and training plans available.


6. Keep hold of candidates’ details

Don’t always discount unsuccessful candidates completely, as they could become successful for other future openings. It is a difficult trying to find that right mix of skills and cultural fit, so if a candidate ticks many of your boxes keep hold of these candidates’ details to help you save time and recruitment fees in the future.

Download the e-book ‘Top 10 Recruiting Metrics HR Should Care About’ to get more information on the recruitment process.