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  • Publish Date: Posted about 4 years ago
  • Author:by Damian Diggles

5 tips to make sure you choose the right candidate for your vacancy.

​1.    Define your requirementsAs a recruiter we get calls from clients “we are really busy at the moment – we need an x or a Y ASAP”, off we go and find them one. 3 months later – the business quietens down and they have the wrong person in the wrong job.Action Point to avoid this – Clearly define the role, the requirements and the business objective short and medium term with clear lines of responsibility2.    Finding the right candidatesWhen you start the process you want to make sure that the candidate is a known quantity. How?Referrals, / word of mouth recommendations or always look for a recruitment consultant to provide a full service: from initially understanding your business (the cultural fit and the role) through to sourcing and filtering good candidates for interview.3.    Make your firm attractiveMake your firm appealing to work for. Why would someone choose to work for you? Are existing employees happy and engaged? Are they all advocates of the business?If the answer to any of these questions is ‘no’, you can change this by incentivising employees in relevant areas, ensuring they feel valued through regular communication and individual development plans. When the economy is strong and talent is short this is critical as there is competition for the best talent.4.    Interview intelligentlyIt is better if at least two employees carry out an interview rather than one. Different personalities will have vastly different perceptions of candidates.Carrying out interviews alone can be misleading. Serial job switchers will often be comfortable at interview and will shine. Conversely, someone perfect for the role may not do well in an interview because they have not been interviewed recently.5.    Put candidates to the testDon’t make it easy!! Test key skills and how candidates work under pressure – use competency based interviewing techniques, role-playing and presentations for. Psychometric testing can give invaluable insight. 

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1.    Define your requirements

As a recruiter we get calls from clients “we are really busy at the moment – we need an x or a Y ASAP”, off we go and find them one. 3 months later – the business quietens down and they have the wrong person in the wrong job.

Action Point to avoid this – Clearly define the role, the requirements and the business objective short and medium term with clear lines of responsibility

2.    Finding the right candidates

When you start the process you want to make sure that the candidate is a known quantity. How?

Referrals, / word of mouth recommendations or always look for a recruitment consultant to provide a full service: from initially understanding your business (the cultural fit and the role) through to sourcing and filtering good candidates for interview.

3.    Make your firm attractive

Make your firm appealing to work for. Why would someone choose to work for you? Are existing employees happy and engaged? Are they all advocates of the business?

If the answer to any of these questions is ‘no’, you can change this by incentivising employees in relevant areas, ensuring they feel valued through regular communication and individual development plans. When the economy is strong and talent is short this is critical as there is competition for the best talent.

4.    Interview intelligently

It is better if at least two employees carry out an interview rather than one. Different personalities will have vastly different perceptions of candidates.

Carrying out interviews alone can be misleading. Serial job switchers will often be comfortable at interview and will shine. Conversely, someone perfect for the role may not do well in an interview because they have not been interviewed recently.

5.    Put candidates to the test

Don’t make it easy!! Test key skills and how candidates work under pressure – use competency based interviewing techniques, role-playing and presentations for. Psychometric testing can give invaluable insight. 

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