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Hiring employees is both a science and an art. Having the right employees is crucial to the success of your business. The wrong choice of employees can adversely affect the morale and financial prospects of any business.

We look at ways to select candidates who fit the needs of businesses currently as well as in the future.

  • Make a list of qualities you are looking for in a candidate – List down all the mandatory and desired qualities of the candidate. This could include education, relevant work experience, work skills and personality attributes. This will help you eliminate candidates who don’t meet the requirements and shortlist the ones who do.

  • Evaluate whether the candidate is interested to avoid wasting time and effort – Find out the salary expectations and what kind of role and responsibilities the candidate expects. You may be interested in a particular candidate but it is not necessary that he is interested in your company. Hence, before proceeding further, it is important to gauge the interests and preferences of the candidates.

  • Scrutinize the candidate’s resume and background diligently – Check whether their education is from a recognized and reputable institution. The quality of education and relevant work experience matters a lot. Also verify all credentials and documents of the candidate for authenticity. Speak to their former superiors and peers to check the veracity of the candidates declared skills and relevant work related experience. It is wise to reject candidates who have a history of job hopping because they are likely to repeat the practice in your organization.

  • Conduct an exhaustive interview going beyond just job expertise – It is not just the candidate who has to be well prepared for the interview but the employer has to be too. Find out as much as possible about the candidate as you can through his resume, the Internet and other sources. Have a list of interview questions beforehand. It is also vital to assess the attitude of the candidate and see if they have the important traits for leadership, teamwork and the ability to work under pressure. These qualities are difficult to ascertain through the candidate’s work profile and his response to technical questions fielded by the interviewee. Psychological tests and work place scenario simulation need to be leveraged to gauge the candidate’s suitability.

  • Have a large pool of candidates – Do not depend on a single source for candidates. Use advertisements, online job portals, recruiting firms, referrals and other available means to ensure that you have a large pool of quality candidates. This increases the chances of sourcing the right candidates for your organization.

  • The importance of exit interviews – Exit interviews are, or even more important than entry interviews. The key is to hone in on to the reasons the employee is leaving and shortfalls of the existing company work environment and culture. Once the flaws are identified, they can be swiftly corrected to avoid subsequent attrition and retain good performers. It is pointless to recruit good candidates if they are dissatisfied with the way the firm works and leave quickly.

  • Haste can result in mistakes – Most businesses are looking at a long term association with their employees. Hiring wrong can prove costly for the company. Hence, it is crucial to take the necessary time and thoroughly evaluate suitable candidates to avoid wasting time, money and effort.

Finally, trust your instincts – they are likely to be spot on. As time passes, you will become better and better at judging the right candidates for your business.

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