How to determine who is best for the job
The recruitment of staff for the replacement of outgoing staff or new staff members for a new team can be stressful.
Starting from having a job advert created and placed, specifying the requirements to them, and reviewing the applicant’s credentials can all bring about chaos if the process is not done correctly.
A job opening does not just see a small number of entries. There are scores of people who set out to apply for the position in a bid to make sure they are the selected candidate for the interview process.
As human resources, the stress of determining which candidate meets the job requirements has to be determined by the job description.
There are often specific guidelines on what the job entails and what the potential candidate would need to do to be found capable of the role.
This might help narrow the search for a suitable applicant.
But what is it that helps determine who is the best person for a job?
In a resume, people applying for a position might make up or fabricate job experiences.
There could have been interning at a relative’s company as a cashier, but on their résumé it would say they worked as the head of the department at that company.
This might mislead potential employers about the capability of the person. On paper, a candidate might seem golden, but in reality they may fall short when they need to meet the requirements of the job that they have applied for.
What can be done to determine the best person for the job?
Ensure that the job post is clear and detailed about the job requirements. This means ensuring that the number of years of experience a candidate has must meet the needs of the role being advertised. The academic qualifications, as well as the minimum requirements must also be captured accurately to make room for candidates who have academic needs.
There will be cases of people applying for the position who have only the qualification requirements or just the experience. It is up to you as the receiver of those applications to sift out which of these candidates are most likely the ones to live up to the needs of the job by conducting a thorough interview.
When the interview process is being conducted, ensure that each candidate is being interviewed based on their application. Look at their résumé before getting to the interview.
This way, as an interviewer you would have knowledge of their capabilities based on what the applicant listed in their résumé. This step is not designed to bait a potential candidate, but rather to demonstrate the research that has been done by you on the applicant’s background. An initial interview might not do justice to a potential candidate’s capabilities to fulfil the job. Conducting a follow-up or a second interview following the initial interview might be the answer to narrowing the list of people on the front line for the position.
Having the potential candidates come back for a second interview can also give you a different view of their skills. A lot of people cave in at the idea of an interview.
The pressure and anxiety can result in a candidate not demonstrating their best qualities. Having a follow-up interview might be a much-needed second chance to wow you.
Keep an eye out for candidates who are passionate. There will be candidates who ooze enthusiasm and passion about the job they are applying for. Generally, someone coming in for an interview should have a positive attitude and have a brief knowledge of the role being advertised. Ask the candidate why they would like to work with your organisation?
The answer can reveal the candidate’s frame of mind, and it will show you if this candidate is passionate about your brand. Someone who desires to be recognised and stand out from the rest will have knowledge of your company and will show that they are motivated.
Passion is important in setting a candidate out from the rest. This will demonstrate their positivity toward being part of your organisation, and their determination to want to work with a company that aligns with their beliefs.