No doubt you and your recruitment team dread the long-winded meetings where you must come to a decision about the applicants you have interviewed for a vacancy. Often you end up more confused than when you went in, therefore clear and confident decisions can be very difficult to make. This is why it’s beneficial to have a set system for these meetings, in order to reduce the time it takes for you to complete them, as well as improve their efficiency. Here’s an example of the questions your team can discuss in order to determine whether a candidate is worth hiring.
How could the candidate improve your business?
When making a new hire you want to make sure that the employee will make a significant difference to the company in order to help your business progress. Discuss with your team exactly how the applicant could help you to improve in any current areas of weakness. Consider the unique skills and experience they possess that are lacking from your existing staff. Would hiring them test your current process and company culture in order to make it better in the long run? Then they could be the change your company needs to develop. Whether it’s new ideas, IT expertise or management skills, there should be as a minimum one way in which the candidate will benefit your company for them to be seriously considered.
What is the applicant’s limit?
In order to make a long-term hire rather than a short-term solution, you need to find employees who have plenty of potential to succeed with your company. Consider where the applicant’s skills are now, their room for growth and what your opportunity could help them to achieve. You should be able to gain some idea of the candidate’s potential during the interview process and whether it’s at the level you need/want for your business. If you’re struggling to determine their capacity, then they may not be the best choice.
Can the applicant be coached?
Whether you’re hiring someone with considerable experience or for a more junior role, you are always going to have to devote some time to helping them settle in and get to grips with your working environment. As time is precious, you want to be sure that the efforts you put it will be appreciated and rewarded by the new hire by them succeeding in their role relatively quickly. Therefore consider how easily coached they will be, whether they will be able to get on with their tasks independently or need constantly watching over, and this will help you to decide whether they’re worth investing your time in.
What would the candidate be working on for the first 1-3 months?
By determining what the candidate could realistically achieve within this period, you can establish whether it’s worth spending the money on hiring them or not. After prompting them during the hiring process, the applicant should give you some indication on what they expect to achieve in this period if hired. You need to decide collectively whether you would be satisfied with these results, otherwise you could find yourself looking for a replacement relatively quickly.
Would I be happy working with this person?
As a team you spend a lot of time together and you’ll experience many ups and downs along the way. Therefore it’s important to hire someone who you think will fit in well with the group and that you’d be happy to frequently work alongside. Be honest about your gut feelings and discuss your thoughts on the candidate integrating within the team if they’re hired.
So next time you sit down to talk about the potential hires for a position, take this list of questions in with you. By working your way through it as a team, you will find the most important questions can be answered fairly quickly but also thoroughly, so you’re more likely to make an informed decision which you can have confidence in.