How To Look Past The Resume And Pick The Best Job Candidate?

Hiring an employee is a big deal. Remember, this is your business, an integral part of your life. Hiring the right employee can make your life easier and your business thrive. So how do you pick the best person for the job? Your first exposure to candidates is a resume, which is handy to get a feel for their education and work experience. However, there is much more to a candidate than just that. Therefore, you should not rely only on the resume. Instead, gather relevant details about the person you’re considering, through various means, to determine if the candidate is right for your business. Here are a few tips to make wiser hiring decisions.

Why Not Interview Them Over Coffee?

You are likelier to sense a candidate’s personality in a more relaxed setting over coffee. Propose this early on so that it is not a surprise to the candidate. They will likely feel more comfortable and open up to you better. While you should not be best friends with your staff, your work life will be more pleasant if you have a friendly vibe in your office. You spend a lot of time at work, and chances are you will spend a great deal of time with this person, so getting to know their personality is key.

Check References

Avoid making the common mistake of not checking references because you like the candidate so much. Charismatic people know precisely how to sell themselves and impress an interviewer. So, it is not wise to disregard following up with references. Remember that the gift of the gab doesn’t always translate to reliable, long-term employee potential. Getting previous employers to talk about the strengths and weaknesses of a candidate is priceless. Ask them open-ended questions to encourage them to give you vital insight and information.

For example:

• What skills would take Tina’s productivity to the next level?
• Can you suggest any training that will help Tina?
• Do you think there is a typical management style that works best for her?
• Are you aware of how a manager can inspire Tina to deliver her best work?

Do not underestimate a candidate’s sense of humor or how they interacted with the rest of the staff. Ask if they participated in any external activities, such as lunchtime soccer or volunteering. This is where your company culture comes into play, so think about what matters to you and your company and let that guide the questions you ask. You can build rapport with the reference from the start and have a natural and authentic conversation.

Always Check Out Social Media Accounts

It is common today for employers to glance at a candidate’s social media profile to get a sense of who the person is and if they are a fit for your business. No, it is not unethical to look at their profiles, which are in the public domain. However, job seekers must be aware that they should delete compromising posts and probably set their profiles to private in case potential employers look at them. If they are serious about looking for a decent job, they will know to remove inappropriate settings in preparation for a job search. LinkedIn is an excellent platform with which to start for an outline of their professional persona. Twitter is also suitable for professional purposes.

Get A Feel for Their Goals and Personal Interests

Talking to candidates about their interests in an interview can tell you a lot about a potential candidate. It can help you determine what motivates and inspires them, which will help you manage them once hired.

A few open-ended questions to ask are:

• How would you spend your time if money wasn’t an issue?
• Please give me an idea of what an ideal work week looks like for you.
• I am curious to know what interests you in this field.
• Do you have any volunteer experience outside of work?

So, in the future, think outside the box when you are considering hiring new candidates. Resumes are excellent for supplying a list of skills and achievements but remember; some may be exaggerated or embellished. Building a great team requires well-rounded employees who are more than just a list of traits on paper. Hire people, not resumes!