HOW TO FIND THE RIGHT EMPLOYEE?

5 years ago

How to Choose the Right Candidate?

When you start looking for a new employee, your inbox often gets flooded with CVs. Some of them are eliminated right away, but selecting the best one still takes time. How do you know which candidate is the right one? How can you choose the person most suitable for your company?

Here are a few tips that will help in the recruitment process:

• Make your job posting as informative as possible. Include details such as salary, bonuses, workplace location, required skills, values, travel expectations, and so on. Transparent postings build trust and help candidates assess if they are a good fit.
• Involve more than one person in the selection process. It’s difficult for one recruiter to remain fully objective. A second opinion can prevent missing out on a great candidate or hiring the wrong one. If your resources are limited, consider using a recruitment agency – it can save both time and money.
• Create a welcoming interview environment. Choose a quiet place, thank the candidate for their time, and offer coffee, tea, or water. Begin with simple questions to break the ice and encourage them if they seem nervous. Always give space for the candidate to ask questions and foster open discussion – this reveals values, worldview, and motivation.
• Take your time with hiring decisions. While urgent hires may be tempting, avoid rushing to select the first available person. Compare at least a couple of candidates, but don’t drag out the process too long searching for the “perfect” fit.
• Check references carefully. Contact former employers, teachers, or colleagues. Ask specifically about key competencies you care about. Collecting feedback from multiple sources (not just a direct supervisor) gives a more objective picture.
• Consider cultural fit. Evaluate how well the candidate might integrate into the existing team. Even if they’ll work independently, collaboration skills are often crucial.
• Use tests as a supplementary tool. Logical or intelligence tests can be helpful but should not be the main factor. Give candidates a chance to demonstrate creativity, problem-solving, and adaptability.
• Keep structured notes on candidates. Write down strengths, weaknesses, and surprises for each applicant. This will help you make a clear comparison later.
• Observe body language. Eyes, hand gestures, and posture can reveal a lot about confidence and character. But remember – nervousness is common in interviews and doesn’t necessarily mean weakness.
• Hire based on competence, not just likability. A friendly, empathetic candidate who lacks the required skills may not be the right choice if you can’t commit resources to train them. Also, keep in mind that extroverts may present themselves better in interviews but are not always stronger employees.

We hope these tips make it easier to navigate the recruitment process and help you find the best candidate for your team.