Hiring the right person for your company isn’t easy. There can be hundreds, if not thousands, of candidates within the pool.
With many candidates and factors to consider, bringing the right person on board can quickly be overwhelming for a hiring manager.
We’ll cover the primary factors to remember when hiring, so you can find qualified candidates that are a great cultural fit for your company.
1. Follow Up on References and Background Checks
You’ll learn about candidates’ experiences through their resumes and references.
However, since anyone can say anything about their past, it’s important to check up on these references and background checks to ensure they are who they claim to be. Background checks ensure they have the professional and educational background they describe.
Depending on the industry, some companies may also need to screen candidates by performing a fingerprint background check. These checks are relevant, especially in high-security jobs like financial sectors, where criminal history is essential.
2. Build a Candidate Pipeline
Hiring is typically an ongoing process for many companies. An enterprise company may need to hire sales reps every quarter or year. That’s why building a candidate pipeline is a great way to develop relationships with qualified candidates who could be interested in the position when it opens up again.
Candidate pipelines allow you to stay ahead of the game and rely on the prospecting work you’ve done previously. First, you’ll need to fill your pipeline through the various channels you find candidates via job boards, events, referrals, etc.
The key is maintaining contact throughout the weeks and months before the position opens up. You’ll want to set reminders to stay in touch with them. One way to do so is by connecting with them on LinkedIn and congratulating them on their professional achievements. You could also ask open-ended questions about their goals and tell them you’ll keep their application for the future.
3. Implement Trial Periods
A job trial is when candidates must complete an assignment or role within the company before hiring them permanently. A trial period lets the hiring manager determine how well they can perform tasks within the position.
For the candidate, this allows them to evaluate the position before accepting the job offer. It’s a good idea to make a paid trial to incentivize candidates to proceed with it rather than move on with their search.
However, there are other ways to conduct a job trial, such as first hiring those candidates as interns.
4. Identify If They’re the Right Cultural Fit
A cultural fit means that the candidate aligns with your company’s beliefs and values. In other words, their attitude, mindset, and personality should match your work environment well. You want to evaluate the candidate’s cultural fit throughout the interview and hiring process.
For example, do they speak firmly and hold eye contact? Do they have excellent communication skills? Are they not afraid to ask questions when uncertain?
Additionally, there should be “what-if” scenario questions as well. Let’s say they face a dilemma; how would they handle a situation? Don’t be afraid to throw a curve ball to see how they’ll think on their feet.
Wrapping It Up
Replacing an employee may cost up to twice their annual salary. That’s why hiring the right person can’t be overstated.
With the tips outlined in this post, you’ll have the proper framework for bringing the right people into your organization.
