How to Hire the Right Employee - Part 1

One of the biggest challenges business face today is recruiting top talent.  It may be easy to find someone who is interested in working for you, but is it the right employee for your company?  To help facilitate the hiring process, many companies employ a number of tactics such as personality tests, competence tests, and a variety of interviewing techniques.  In this two part series, we will be sharing some of the best tactics to use in order to hire the right person for your company.

Look at the interview process from different angles.

Approaching an interview from several different angles is the key to finding your ideal candidate. Unfortunately, this is often overlooked by the employer.  Interviewing is a two-way street.  As you are exploring how well a potential candidate will fit into your company, they are exploring their desire to work for you.  If you are looking to bring your A-game to the interview process, follow the five steps below. 

1. Organize yourself. 

You expect your candidate to prepare extensively for their interviews, so why shouldn't you?  If you truly want the best candidate to work for you, put aside time to create a checklist of the qualities and skills you hope to find in your ideal candidate. 

2. Speak with the recruiting team. 

If you are using a recruiting team to find someone, you should ask the recruiter why they are recommending a particular candidate.  Presumably, the recruiter has interviewed the candidate themselves.  Ask the recruiter about the candidate's strengths and weaknesses.  This will give you more incite into who the candidate is and if they would be a good fit within your company.

3. Use multiple people to interview the candidate.

Interviewers bring with them unique perspectives shaped by personal experiences; this is why we recommend the use of a variety of people to interview candidates.  It is important that you include managers of the departments and people that will be immediately effected by this hiring decision in on the conversation.  Not to mention, it is important to get a variety of people's opinions about a particular candidate in order to get the best view of them.

4. Do not give your answer away to the interviewee.

One of the most common mistakes made by interviewers is giving away too much information about what they want and need in a person.  Typically, many employers start an interview with a brief overview of their company, its history, their operation, what the prospective job entails, and what they are looking for in their ideal candidate. 

Unfortunately, this provides the interviewee with clues as to how they should tailor their responses.  Focus on learning all that you can about the interviewee in the first half of the interview and then answer his or her questions in the second part of the interview. 

5. Read the candidate's resume in detail.

Read and reread a potential candidate's resume and cover letter prior to the interview.  Both can speak volumes of a person's skill set and how well they communicate.


When looking to hire the right employee, first be sure that you know exactly what skills and qualities the ideal candidate should have.  Second, explore the final round of candidates from every angle available.  Doing so will produce a more accurate portrait of who they are; not only as a worker, but also as a person.

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