Anyone who is in a management or HR position knows that hiring a new employee is a task not to be taken lightly. I am in the process of assisting an office with the hiring of a couple new staff members. I reviewed 25 resumes yesterday morning and know that many more will be coming my way.
There are several steps involved even before you meet a prospective candidate in person.
1. Read and review their resume. This involves time and evaluation to see if what the resume states makes full sense. I came across a few that had giant gaps in the prior work history, so I would want to know what they were doing during those times. There were several that had years of job-hopping, was it their choice or are there reasons employers did not keep them?
2. Phone interview. Having a good phone interview question sheet is a must. This can be tailored around what information you are trying to glean from the candidate. Such as “I noticed that you have moved around to several jobs in the past two years, why is that?” Take the time to make good questions so that you can get the information that you are seeking, you do not want to waste face-to-face time with a poor candidate.
3. When you have had a favorable phone interview and want to do a face-to-face interview, I have found it best to be up front with job details, pay range, and benefit package (if any). If you tell the candidate these things and they are still interested in the position then schedule the interview. Many times they are looking for a higher pay range or are not interested once they hear the actual job duties, which is great as you do not want to waste valuable time.
4. The face-to-face interview is very important, I usually do the first one myself. There are several things I look for, such as appearance, personality traits, and compatibility with my personality(since I will be their direct supervisor). The second interview is done with myself, the employer and staff members. This interview is pretty casual. We tell the candidate about our job positions and the culture of our office. We ask the candidate to tell us things that they liked in past jobs and things that they did not. We allow enough time, unrushed, to get to know the candidate a little bit better.
5. The office as a whole meets to talk about the final candidates and everyone’s input is valuable. More often than not there is one candidate that shines above the rest that everyone agrees upon.
Before the final decision of asking the candidate if they would like the job, they must submit to a hiring MRI, that is done by Jay Henderson at Real Talent Hiring. The MRI is a simple test done online that can tell how the prospective employee will make decisions about the work they will be required to do. This is not a personality profiling. I cannot tell you how this test works, but it is pretty amazing. I did the test myself and could not believe the things that Jay told me about myself that only I really knew.
I personally have talked to several business owners who have also used Real Talent Hiring and were very happy with the information that they received. They found out traits that would make the prospective candidate a poor choice for their business. Hiring the wrong person is time-consuming, expensive and draining. Making the right decision is great for everyone.
You might want to take a look at Real Talent Hiring, especially if you are in the market for an employee now. If, not you might want to keep them in mind for the future.
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