Hiring for the right fit creates considerable buzz in talent acquisition today. However, having discussions regarding the factors involved in achieving this goal don’t happen as often as they should.
There are three easy ways to help facilitate hiring the best fit candidate.
Conduct Strategy Sessions
The purpose of a strategy session is to discuss the recruiting plan for filling a position. It is a time for the recruiter and hiring manager to collaborate. This conversation should include details regarding qualifications and expectations of identifying the ideal candidate.
A great way to compile this list is to place them in categories such as “must haves” and “nice to haves.”
A “must have” qualification can also be identified as a non-negotiable. A “nice to have” will require more flexibility from the hiring manager since it is only a preference. For example; a “must have” could be two years of experience as a minimum requirement and a “nice to have” would be for the ideal candidate to have at least five years of experience. It is important to achieve a healthy balance of “must haves” and ‘nice to haves” when identifying candidates that are the best fit.
Ask the Right Questions
Asking behavioral based questions will allow for better assessment of a candidate’s experience level. These types of questions probe much further than traditional ones. When a candidate is asked how they would handle a situation, it yields a hypothetical answer; however, requiring specific examples will create opportunities to gauge whether the candidate can meet the minimum qualifications for the position.
Traditional questions begin with phrases like “What would you do if…”
On the other hand, behavioral based questions will sound like “Tell me about a time when…”
In the latter example, the interviewer will expect a response about a specific situation. Candidates can sometimes ignore that prompt and still respond to the behavioral based question with a hypothetical answer. It is highly recommended for the interviewer to inform the candidate that a specific example is needed.
Don’t Play the Blame Game
Unfortunately, when it comes to hiring, the blame game can often come into play. Be sure to have an established agreement that the recruiting process will be a team effort. The fault should not lie solely with the recruiter or hiring manager.
The foundation of any hiring process starts with the relationship between the recruiter and the hiring manager. Building trust and credibility is essential when working together and partnering effectively to identify qualified candidates. Hiring managers want to be able to rely on the recruiter to meet or even exceed their expectations during the recruitment and selection process. Consistent and open dialogue between both parties is essential to the success of hiring the right candidate.
To learn more about hiring for the right fit check out this HCI’s on-demand webcast.