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