The biggest challenge that any organization faces today is hiring the right person for the right position. This takes a great deal of effort on the part of HR, as an inappropriate selection can directly hinder the growth of an organization.
Here are 9 quick pointers that can play a significant role in conducting accurate pre-hire assessments:
If a candidate is serious about his/her job, no doubt, he/she will be professionally managed.
Stark professionalism can be seen in his/her:
C. V format
Making prompt decisions
The foundation of any job hire is to find professional candidates. If you can see any sign of unprofessionalism, it is advisable not to select the candidate.
Examine the candidates’ profile to check that whether he/she is consistent in his/her educational or professional career or not.
Consistency means a gradual and consistent progress toward a certain goal. It is expected that there should be no gap or frequent change in the subject or field of work.
If you can see there is a huge gap in the career or frequent change in the working field, it is advisable to reject his/her candidature immediately.
If there is a small gap or one single change, ask for the valid reason. If the answer is not satisfactory, it is better not to select the candidate.
Note the candidate’s arrival time. A serious candidate always reaches the venue for an interview before the appointment. A punctual person should always be given priority.
Patience is a very important quality of a person of success. If a person doesn’t have enough patience, you cannot get the best out of him/her.
After the arrival of the candidate, make him or her wait for more than the apprehended time. Then see, he/she can face the interview effectively or not.
If the person is not full of patience, it will be reflected in his/her attitude.
Transparency is another important quality of a person of value. You need to judge the candidate’s transparency.
Now, try to find out a loophole in his/her career and ask questions about it. Just see whether the answer is correct or the candidate is trying to hide something.
If the candidate doesn’t maintain transparency, it is better to cancel the candidature.
Quick Learning Attitude:
You need to know whether the candidate can learn quickly or not. You can create a situation in which the candidate needs to use his/her quick learning ability to solve the problem.
A candidate with quick learning ability needs to be given priority.
Love & Passion for the Post Applied:
Ask the candidate why he/she wants to be considered for the job. Look for someone with passion for the job or the field.
If there is love and passion for the work, he/she will be able to deliver his/her best. No one can stop him/her from growing.
Needless to say, if your employees grow, your organization will also grow.
Knowledge of the Field of Activity:
Knowledge of the field and the job itself is necessary in order to perform effectively. You need to judge the level of knowledge each candidate has.
To understand the depth of the candidate’s knowledge, it is better to take a written or online assessment where the candidate has to answer the questions related to the applied post.
After the assessment, you can see the result and make a decision accordingly.
These are some basic factors which you need to look for in an ideal candidate. Evaluating these can ensure you select the right candidates and enjoy company growth.