Blog & Company News
Feb 11, 2015
You’ve Wrapped Up the Interviews, Who Gets the Job?
The interview process is done. If you were not lucky enough to have one person stand out and perfectly match your ideals, then you are most likely preparing to make a final decision between two or three candidates. This process can be a little stressful and worrisome, to say the least. “How do I know who’s the better pick?” and “what if I regret my decision?” are two questions that might pop into your head during the process of finding the perfect candidate. Luckily, there have been many people in this position before you who have succeeded and suggest the following to consider:
Culture of the Work Place
It is important to ask the question about the type of environment your candidates work well in. Being a poor fit in terms of corporate culture is one of the main reasons for hiring failures. If a candidate only has experience performing independently, then maybe he/she isn’t the best team player, or maybe he/she doesn’t know how to be. Choose the candidate who has the experience better suited for your corporate culture. It is quite possibly one of the most important decisions you need to make.
Consider the Manager
If you are hiring for yourself or another person, you should always consider the managers’ style and the personalities of the candidates in front of you. Some people tend to need more hand holding than others, which can be troublesome if it isn’t in the manager’s style to instruct regularly. Determine the managerial preference of each candidate and pair that up with your managerial style or whomever you’re hiring for. If there’s a good fit between manager and employee, the hire will be more successful in the long run.
Value of the Position
After the interview process is done, it is rather easy to tell how badly the candidate wants the job he/she is applying for. Where do his/her priorities lie, and why is this person applying for this job? Sometimes people are just looking for a change with no real direction, and sometimes people are just looking to leave their job. Either way, someone who really wants tje job is going to work harder than those just looking to leave their current job. You want to hire someone who is going to take their position seriously and be committed to the position at hand.
Consider their Connections
Hiring should always be based on talent and experience first and foremost. It doesn’t hurt if the potential candidate is connected to people that can help your business grow and succeed. Check their LinkedIn profile to see if there are any business leads. Although the hiring decision should never be based solely on connections, it is always a good thing to consider.
Potential Growth of Candidate
You can never tell where a new hire might end up, but the goal is to nurture your employees and help them grow into their careers with your business. The new hire could potentially be the next VP of your company, so don’t dismiss any skills that you may see that are embellishments to the resume. Skills like speaking another language, knowing certain software programs or having different certifications are all bonuses to the package. Great candidates won’t be on the market for long so a decision about them should be made fast. Needless to say, you should always consider the current state of your needs and what a person can bring to you now and in the future. If you follow this guideline, you’re more than likely going to make a great decision!
Sources:
Blair, Megan. "Hiring Decision: 5 Ways to Choose Between Candidates."
Hiring Decision: 5 Ways to Choose Between Candidates. 20 Feb. 2013. Web. 10 Feb. 2015. <http://it.synergishr.com/blog/bid/63108/Hiring-Decision-5-Ways-to-Choose-Between-Candidates>
The interview process is done. If you were not lucky enough to have one person stand out and perfectly match your ideals, then you are most likely preparing to make a final decision between two or three candidates. This process can be a little stressful and worrisome, to say the least. “How do I know who’s the better pick?” and “what if I regret my decision?” are two questions that might pop into your head during the process of finding the perfect candidate. Luckily, there have been many people in this position before you who have succeeded and suggest the following to consider:
Culture of the Work Place
It is important to ask the question about the type of environment your candidates work well in. Being a poor fit in terms of corporate culture is one of the main reasons for hiring failures. If a candidate only has experience performing independently, then maybe he/she isn’t the best team player, or maybe he/she doesn’t know how to be. Choose the candidate who has the experience better suited for your corporate culture. It is quite possibly one of the most important decisions you need to make.
Consider the Manager
If you are hiring for yourself or another person, you should always consider the managers’ style and the personalities of the candidates in front of you. Some people tend to need more hand holding than others, which can be troublesome if it isn’t in the manager’s style to instruct regularly. Determine the managerial preference of each candidate and pair that up with your managerial style or whomever you’re hiring for. If there’s a good fit between manager and employee, the hire will be more successful in the long run.
Value of the Position
After the interview process is done, it is rather easy to tell how badly the candidate wants the job he/she is applying for. Where do his/her priorities lie, and why is this person applying for this job? Sometimes people are just looking for a change with no real direction, and sometimes people are just looking to leave their job. Either way, someone who really wants tje job is going to work harder than those just looking to leave their current job. You want to hire someone who is going to take their position seriously and be committed to the position at hand.
Consider their Connections
Hiring should always be based on talent and experience first and foremost. It doesn’t hurt if the potential candidate is connected to people that can help your business grow and succeed. Check their LinkedIn profile to see if there are any business leads. Although the hiring decision should never be based solely on connections, it is always a good thing to consider.
Potential Growth of Candidate
You can never tell where a new hire might end up, but the goal is to nurture your employees and help them grow into their careers with your business. The new hire could potentially be the next VP of your company, so don’t dismiss any skills that you may see that are embellishments to the resume. Skills like speaking another language, knowing certain software programs or having different certifications are all bonuses to the package. Great candidates won’t be on the market for long so a decision about them should be made fast. Needless to say, you should always consider the current state of your needs and what a person can bring to you now and in the future. If you follow this guideline, you’re more than likely going to make a great decision!
Sources:
Blair, Megan. "Hiring Decision: 5 Ways to Choose Between Candidates." Hiring Decision: 5 Ways to Choose Between Candidates. 20 Feb. 2013. Web. 10 Feb. 2015. <http://it.synergishr.com/blog/bid/63108/Hiring-Decision-5-Ways-to-Choose-Between-Candidates> 
