| Selecting the perfect candidate for a new position is | | | | and possibly the entire team that the employee will |
| difficult but there are some steps to take to make | | | | work with. There is no right or wrong method. |
| the selection process easier and not as overwhelming. | | | | The only thing you absolutely must do is completely |
| It is important that care and caution must go into | | | | follow through with the interview. Perhaps you are |
| selecting new employees. Anyone can look fabulous | | | | opposed to the way the candidate answers the first |
| on paper and can prove to be an even better actor | | | | question, business best practices requires that you |
| or actress in the actual interview. So how do you | | | | continue with the interview and ask the same |
| know that the person applying for the position is for | | | | questions of that candidate that you ask of all |
| real? | | | | candidates. You should not end the interview early. |
| Business best practices will tell you to rely on multiple | | | | After finishing the interviews, review your notes of |
| sources when selecting a new employee. | | | | the candidates and determine which candidates initial |
| Begin with the resume and/or application. Carefully | | | | responses best fit the job position needs. At this |
| compare the qualifications for the position in question | | | | point, you may have several candidates or you may |
| with the skills that the candidates possess. You want | | | | have none and want to repost the position for hire. |
| to place stronger consideration on those applicants | | | | If you have candidates that you would like to further |
| that possess the desired skills rather than those who | | | | consider for the position, business best practices |
| don;t. | | | | would recommend scheduling second interviews and |
| For example, in filling the role of a Data Management | | | | possibly include those who will directly be working |
| Analyst, you may place heavier consideration on the | | | | with the employee. The second interview gives you |
| applicant with the four years of data analyst | | | | the opportunity to gather more information about |
| experience and fluent computer skills versus the | | | | the candidate and the skills and also verify that the |
| actor who's only other experience outside of being | | | | candidate is consistent with the answers provided at |
| an extra in off Broadway theater productions, is | | | | the first interview. |
| washing dishes at a fast food restaurant in high | | | | If possible, you may want to do skills assessment |
| school. The skills the latter of the two possess don't | | | | tests to get a rating on what the candidates are |
| match what you are looking for in the position. | | | | actually able to do. Some candidates may be modest |
| Once you have narrowed the applications and | | | | about their typing skills and end up blowing all of the |
| resumes down to those that possess the skills that | | | | other candidates out of the water while others may |
| would best fit the job, review the documents again. | | | | exaggerate just a little. say by 50 words per minute. |
| If possible, have a few others qualified and | | | | This is also a tool to see how the candidates |
| permissible to review the documents give you | | | | compare to each other. |
| another perspective regarding the candidates. (It is | | | | At this time, you make your selection. One last thing |
| not business best practices to have potential | | | | to consider when hiring that new addition is the |
| coworkers of the future employee review | | | | personality that the candidate brings to the team. |
| applications where salary information and other | | | | You must always consider the personality of the |
| confidential information are accessible.) | | | | candidate when hiring as well. If you have two |
| At this point you should have further narrowed the | | | | equally qualified candidates and one is very eager and |
| candidates down and the interviewing process may | | | | enthusiastic about the job while the other candidate |
| begin. | | | | is rather melancholy, your best bet is to go with the |
| Various businesses handle the interview process | | | | enthusiastic candidate. |
| differently. Some choose to have one-to-one | | | | There is no guarantee that every new hire you make |
| interviews with an HR representative meeting with | | | | will be the perfect fit for your company or position in |
| the candidate. Others choose to have a supervisor | | | | question. Using the above-mentioned suggestions is a |
| do the interview. Still other companies prefer the | | | | way to get closer to the better fitting candidate, |
| group interview that includes multiple staff members | | | | however. |