3 Ways to Select the Right Candidate

We have all been to a job interview and it usually consists of the usual questions and answers on past experiences and how candidates could contribute to the organisation. Add in some small talk about schools and interests or previous jobs, the candidate is then seemed as good hence an offer is made. And before you know it, the new hire has missed an important deadline or is spreading negativity through the office and you begin to doubt your candidates selection criteria and whether you have hired the right person.

What are some of the ways to help you make a better selection of the right candidate?

Every candidate will be prepared for common interview questions. Find new ways to truly understand how a person thinks. Give them scenarios where they could propose solutions so you can have a better idea of their thinking processes and how fast they could react. Have more interesting questions that will make your candidate think and question themselves on whether they are really fit for the job.

Alternatively, you may consider giving them mini projects to work on to better evaluate their time management, project skills and their work attitudes.

You are not the only person who is going to have to work with this candidate. There is likely already a team of employees you trust that will have to interact with him or her every day. Their opinion should matter. Organise a casual lunch or after work drink or sports session with the candidate and your team let them evaluate if the candidate is a right fit.

Put the candidate in situations where they are more likely to show their true selves. Move them away from the boardroom and watch how they behave. How do they treat the people around them and how interested are they in working for the company?