Select the right candidate

Select the right candidate

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The road to selecting the ‘right’ people to join our businesses is fraught with danger and can result in consequences that effect entire teams. Even if the damage were limited to having to repeat the recruitment process, replacing people is costly and can cause major disruption to productivity, outputs and morale for those that are left to pick up the additional workload of the vacant position.

It has been estimated that the cost of rectifying a poor recruitment choice can exceed one to two times the person’s annual salary! Traditional selection processes lack the insight to truly understand who we are inviting to work with us.

Hiring for Skills, Experience and Knowledge

Obviously any candidate we select must have the skills, experience and/or knowledge we require for the role. Once we shortlist the candidates that meet these criteria, is that it? Do we then choose the candidate that interviews the best? These criteria alone do not assess whether our candidate is a true fit for the vacancy, the team and our business.

Although, for many businesses, that is how it works. Sometimes they get lucky and other times…well, let’s say they get it wrong (I know I have in the past!)

Hiring for Talent, Mindset and Attitude

To ensure a true fit with our business, we need to assess a candidate’s non-technical talents, attitudes towards work and mindset. As hiring managers and business owners, we tend to use our gut feel to determine whether a candidate will fit into our culture – but let’s face it, we get one hour to know them and any decisions we make using traditional interviewing are at risk of being subjective, at best.

How different could our hiring results be if we eliminate the need for guesswork when it comes to selecting the right people for our businesses?

Here’s three steps you can add to your recruitment process right now to make it more effective in securing the right candidate.

  1. Create a Talent Profile for the role to be filled – what non-technical strengths (talents), mindset and attitudes towards work will be a fit for the team and the role?
  2. Design interview questions to uncover behaviours that would be displayed by a person with the required talents, mindset and attitudes
  3. Ask these questions in your interviews and really get to know your candidates before hiring them

The Interview(s)

We recommend that interviews be broken down into two rounds. The first round is best suited to uncovering the skills, knowledge and experience the candidate can bring to the role. Once candidates are shortlisted as meeting these criteria, a second round interview can delve into their talents, mindset and attitudes towards work.

Isn’t this just more work for hiring managers, you might ask?

Selecting for talent involves a deeper understanding of the nature of candidate we are looking to attract. It shouldn’t involve more work, just different focus.

It will yield a far better selection result and give would-be-employees the assurance that you’re interested in more than just their CV.

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