Filling a new position is difficult for any employer, and the stakes get even higher the more people that apply. When you’re trying to find the right candidate, you need to objectively compare applicants’ skills and inherent strengths. Before you extend a job offer, consider these factor with every candidate you interview:
You want a candidate that’s not only competent, but is willing to personally invest in the company and the position itself. Someone with enthusiasm for what they do will make a much better candidate, even if they are new to the field. You want to hire someone with confidence and commitment to their job and place within the company.
It’s hard to be the new person in the office, especially if you don’t “fit in” with the existing staff. Whoever you choose to hire should be a good fit in personality with the rest of your staff. If you think the person would feel uncomfortable, or if your staff would not be happy with your choice, think twice before hiring them.
Use a checklist if you have to in order to equally compare your candidates. It can be tempting to choose someone because you like them, but it doesn’t always mean they’re qualified for the job. You should make a list of “must-have” qualities for the candidate you choose.
One of the best ways to tell if someone is right for your company is if they get a positive recommendation from their former bosses. Not everyone gets along with their supervisors (and it isn’t always the employee’s fault); but, if you get more positive recommendations than negative, you’ve likely found a good candidate for the job.
If you’re still having trouble finding the right candidate you may want to reach out to a staffing agency for help. Perseverance offers temp-to-hire and permanent placement for businesses looking to find the right candidate for their open positions. Contact us to learn more.