A Detailed Step-By-Step Guide To Hiring The Right Candidate

A Detailed Step-By-Step Guide To Hiring The Right Candidate

Hiring the Right Candidate Is Easy When You Follow the Right Guide

Is there a standard hiring process that you follow while choosing candidates for various positions in your organization or do you simply go with the flow?

A few organizations follow a detailed, rigid, multi-stage recruitment process that’s been tried and tested to deliver the best outcome regardless of the positions for which they are hiring.

But many companies follow a ‘Take it as it comes’ approach to hiring because they simply cannot add one lengthier task to their never-ending to-do lists.

Are you also in the second group? That’s nothing to be apologetic about but you can definitely change it for the better.

Here’s a recruitment process that’s designed to deliver better results.

What’s more, it:

  • Is simple
  • Is result-oriented
  • Is faster
  • Helps you connect with highly compatible candidates

No one has yet devised a foolproof hiring process but if you follow the three steps given here, you can get as close to your recruitment goals as possible.

1 – Be Proactive:

Was your recent rushed hiring process a success? Are you willing to risk it again when the need to hire a new team member arises? Well, that’s clearly not advisable. You might have got lucky this time, but luck is not for keeps. Choosing the right candidate from a large pool takes time as there is a lot of research and brainstorming involved. Be proactive and have a recruitment plan in place. This will ensure that you know what exactly to do when the hiring process needs to be set into motion again.

2 – Don’t Compromise on Core Values:

Every organization has core values that act as a guiding light right through the entrepreneurial journey. These core values must be at the center stage of the hiring process as well. It will help you make the right decisions and avoid hiring a candidate that does not align well with organization’s core values.

3 – Don’t Just Hire For Now – Hire For The Future:

If you are going to hire candidates just to fill the gap in a department, it can be a wrong move. Take into consideration the long-term focus of your goals when hiring new team members. Pick those that exhibit creativity and innovation. These are the people who will take your business closer to your future goals and objectives.

Now that you know the steps to a better recruitment process, the temptation to apply it to the upcoming hiring must be strong; but wait!

It is important to understand the new processes inside out and visualize how this changed procedure will work for your business. It’s a change that you want to stick with and that’s why rushing into the implementation of these changes is not advisable unless you are sure it will fetch you the hiring benefits you expect.

Your Goal Should Be To:

  • Understand the hiring process and know precisely why it is better than your existing system
  • Explain the benefits of the process to the team and enlist their support
  • Make sure that it is a long-term thing and not a one-off trial

Every hiring process involves two key questions:

  • What to look for in the candidate?
  • How to find the right candidate?

To solve this, you have to find the right answers to these THREE queries:

# 1. What is your business about?

The candidates you plan to have onboard will be keen to know what they are getting into when they enter the hiring process. They would want to know how you are a better employer than your competitors. They will also need get an assurance that they have a great future in the organization if they deliver the goods. You can achieve this successfully if you know how to sell the opening to the candidate in an attractive and enticing package.

# 2: What is that one most important thing to look for in a candidate?

To know this, you must find someone who will relate to the core values of your organization. At the same time, you and your team must also identify with those values. Some other aspects to look for in your candidate – Will they operate independently or as part of a team? Know this one before the commencement of the hiring process because you will have to look at an entirely different set of characteristics each for solo players and team players.

# 3: How Is The Team Leadership Defined In Your Organization?

If the candidate is expected to join a team, it is only natural that he or she will have some queries about how the team operates and what constitutes a team leader. You must be able to explain what the team leadership in your organization is like.

When you hire a candidate to be part of a team, you obviously will look at his or her leadership capabilities too. You will be looking for leaders of the future. Knowing what precisely you expect from a potential leader will help you shortlist the best candidates.

Get a Broader Opinion

Now that you know the answers to three important questions, it is time to get the other stakeholders onboard with the hiring process. Get feedback from the team and from professionals outside the team for defining the right candidate for a specific opening. Once you obtain that information, you can start creating your own hiring process.

Here’s a broad outline of the steps you should follow to hire the perfect fit for the position you are looking to fill.

  • Describe the job
  • Decide the compensation
  • Post the job online

Job Description

Creating a job description can be trickier than you think. There should be complete clarity about the exact role and responsibilities of the employee. The job description must include timeline, location and all major and minor tasks that you expect the new hire to do and you must try to minimize the grey areas or ambiguities to the extent possible.

The Compensation

When you determine the compensation range for the job opening, you can ensure that the position will attract candidates comfortable with the salary being offered. This is a proactive way of limiting the pool of applicants.

Posting the Job Advertisement

When the job description is complete, you can go ahead and post the job on the right platforms and channels. Choosing the right job board/platform is an important factor for attracting the right candidates. For example, Dice and Indeed are the recommended platforms, if you are hiring for technical positions.

The next step is to identify candidates with a high potential for qualifying for the position. This process generally begins within a week of the job posting going live. Using the services of a team of dedicated hiring managers can help you manage the filtering process efficiently and quickly.

Here are a few things to focus on:

  • Look for candidates that make a good first impression
  • Mark potential red flags
  • If you are not sure about any specific characteristic of a candidate, make sure you mark them out and list the reasons alongside

When you are done with the exercise, you will have a list of applicants ready to move on to the next stage of phone screening.

These are the steps involved during a typical phone screening:

  • Provide information about the company and its culture
  • Provide information about the team
  • Introduce them to the core values of the company
  • Inform them about the hiring process in detail

The next step is to get information about the applicants such as their skills, experiences and USPs and the new or different perspective they can bring to the position. This is also the best time to discuss their past achievements and successes.

The next big step is to confirm if the candidate can validate the claims made in the job application and subsequent phone interview. This test can be done through a panel interview, another personal interview, or by asking them to perform an assignment.

Post the completion of this round, you will have a finely pruned list of the top candidates from the original pool. The hiring team should consider the pros and cons of every candidate based on various qualifying parameters.

The next step in hiring process will be issuing a proposal to the shortlisted candidates in terms of salary, perks, and benefits. Also provide them with a more detailed and in-depth explanation of job responsibilities. Thereafter, ask the selected candidate for confirmation of acceptance and the date they can step into the new role. The hiring process comes to an end when the candidate signs the official documents and accepts the job offer.

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