Finding the right candidate for a job is not an easy task. Thousands of HR recruiters can tell you about it. However, good selections also occur and the same HR recruiters celebrate it. So, is there a magic formula? From the point of view of a company’s owner or manager, it is a risk that involves a lot of money and they don’t want to take many risks. But that pressure is what makes the process so stressful.
Although there are no magic formulas, clues and behaviours can give you better chances to find one. An essential element in seeking the right applicant is investing some time and energy in in-depth research about your potential candidates. This requires more work but it is definitely worthwhile in the long run. Below you will find some tips on how to spot the right applicant.
Get to know your candidates
There are many people who would be the right fit for your company regarding their professional abilities, however, there is more to it. You want someone who not only performs well but is also a good team worker and a positive person to be around. How can you discover their true nature, when the CV only gives a view about their academic and professional achievements? You guessed it, social media. Visiting any of their public profiles is the quickest and easiest way to do research in this age of technology. Be it Facebook, Instagram, LinkedIn, you will find a lot of help there. By getting the chance to observe the posts they share you will get valuable insights into their lives and better understand your future employees.
Try the candidates out of their comfort zone
Most of the candidates for a job position get prepared for the typical office environment. That usually includes different forms of market research such as a one on one interview, psychological tests, and routine questions. But what about social skills? Do the tests really measure the adaptability to new and challenging environments? Will the candidate keep the focus for certain periods? These are just some of the questions that may arise during the selection process. To find more accurate answers, taking the candidates out of their comfort zone is the right thing to do.
Think of other ways that you could collect data about your candidates, other than the common ways. Some of the actions you can take include taking the shortlisted candidates to lunch or dinner. By having the opportunity to have social interactions, you will be able to measure many aspects of their personality. Also, you can take an office tour to present their future workmates. That also allows you to measure the level of interest in the position and the company. These are just some ideas but you can find other ways to test the candidates out in the office environment.
Request short trial assignments
Hiring someone full-time is a big commitment and you might not feel ready to immediately welcome someone on- board. You might be interested to get more information about the candidates and analyze that. Fortunately, there is a solution to it, you could consider trial assignments.
Requesting trial assignments is a common practice to hire freelancers. But this practice is growing to hire formal employees too. Hence, you should not doubt about asking for it. After all, the main purpose of a selection process is to find the best candidate for the job. And that implies that the right candidate delivers the tasks.
Moreover, you can also verify the quality, the turnaround time, and the creativity to accomplish the task. That can give you a better idea about personality. When you request the trial, make sure you also offer to pay for it. Remember that job hunters are also evaluating their potential employers. By offering to pay for the assignment, you demonstrate your commitment to help and respect their work.
Be flexible about the requirements
Although you might require specific skills for the job, you might also be flexible regarding the conditions of such skills. Requirements like a number of years of experience, additional degrees, nationality, age, and similar should be more flexible. People learn in different ways. Also, their background is a key factor when it comes to learning, therefore you need to carefully look into it.
In addition, the combination of academic background and work experiences always produces different results in different people. Therefore, do not hesitate to take a look at different options to find the right candidate.
Use PEO service providers
All of these methods might consume a great amount of time, something you don’t always have. Thus, it is recommended that you seek help from professionals. Global PEO service providers or professional employer organizations are an excellent option for small and medium-sized businesses. They have contacts, wide access to lists of candidates, and deep knowledge of the job market. They are always updated with the last trends and requirements and can give you great advice. Moreover, they can filter the lists of candidates so businesses end interviewing the best selection. Businesses based in European countries rely highly on these types of services. Due to the rules of the European Union, there is high mobility around the territory. Hence it is common that employees easily change their locations. For handling them, PEO service providers are the solution. For instance, an employee may start his process with a PEO Germany and then move out to continue with PEO Spain or PEO France. Any of these PEOs facilitate the process for both employers and employees.
Final Words
All the efforts that you make during the process to select the right candidate will give you benefits in the future. Extending the process in creative ways gives you better chances to know and understand the candidates. As a result, your hunt for the right candidate is easier and more accurate. Start your hunt with GrabJobs!
This article was contributed by guest writer, Regina Walt. Regina Walt is a HR Manager with five years of experience. She helps companies by coordinating, supporting the recruitment process, and managing company staff. She has a demonstrated history of helping businesses with growth decisions and HR solutions. Regina is passionate about reading and writing. She has contributed to a lot of websites with articles related to different business fields.
