Sunday, December 15, 2013

Finding Candidates That's a Good Fit For the Company

It's important to not hire someone who is the most qualified, the best dressed, the best interviewee (the one that nailed all the interview questions), and the most confident.  It's about hiring the right person; someone who has all of it with the intangible "it" factor.  This person fits the overall vibe of the company and will gel well with co-workers, management and customers.  As we approach the end of the year employers are evaluating their hiring choices and making sure they didn't make hiring mistakes.  Employers need to know if the person they chose is the correct hire.  Consider the following to find candidates for the end of the year, next year and beyond.
  • Meet and Greet:  Introduce new hires to the rest of the team.  This throws new hires off their game and exposes pieces of their personality they didn’t show in their interview.  Employers must watch closely for those hidden traits.
  • Assessments:  Companies offer 90 days to new hires to see how the employee fits in with the company culture.  After ninety days they evaluate their performance and see if the employee has the chops to continue working here.
  • Gaps:  It's great to hire someone who has the same personality and traits as everyone else.  More than likely everyone will get along.  However, companies are hurting in the long run because they are hiring the same kind of people.  Current employees are producing the same results without change.  They need to hire someone who offers something different to the table, yet meshes in with co-workers and management. 
Try this approach in future interviews.
  • Ask unusual questions.  Standard interview questions are something anyone can prepare in advance.  A way to separate the good from the bad is to ask out-of-the-box questions.  One question is to ask employees their worst work environment they worked in.  Anyone that hasn't had a terrible work environment may jump ship to another job when it does get hard at your company.  Another question to ask is how you dealt with the terrible work environment. 
  • Listen to the responses of those questions.  Is the person overacting or overreacting?  Is the person genuine?  This person must convince you that their experience really happened.  Press the issue if there are suspicions. 
  • Tell them the company culture.  Let them know in detail about the environment this company oozes.  Make sure it is written in writing so the candidate knows what to expect. 
  • Redeploy:  If you hire someone that isn't a good fit in that area, consider moving the employee to another area.  The candidate may fit better in another part of the company that the hired position.
Hiring based on what is read or what they hear in interviews is going to be terrible when the employees don't get along.  Companies need to learn from any mistakes they made during the hiring process.  Making the same mistakes will force companies to repeat the same results.  Contact us for more information on ways employers should hire employees.

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