The selection of qualified participating applicant prospects necessitates the appropriately placed and informed infrastructure of a highly adaptable and information-rich employment operatives to designate and appropriate the optimal business-to-hire relationship.
Wow. Let’s ditch the business jargon and cut to the point. You need to select the best candidate for your job with limited resources and time. You have a narrowed list, now you need to make decisions.
A collaborative hiring effort will yield your best results. Hirers, managers, employees and makeshift HR departments can offer insight into the needs and requirements of the company. Before you conclude any conclusions, the group must settle on the criteria that will make their decision.
Use 3 main questions for starting points to steer the employee selection discussion.
Who Are You?
Define your culture, your brand appearance and the direction you want the company to grow. Stay in line with your vision.
- Is your business atmosphere formal or a progressively casual?
- Do people work in an open environment or small, private areas (CUBES!!!)?
- Do activities run at a fast, frenetic pace or is it slow and steady?
- Are projects and tasks reliably constant of do things constantly change, often without forewarning?
Only you know the company culture. It’s not easily described or quantified, but understand it as much as possible. Forcing a square cog into a round hole makes the whole board uncomfortable.
Who Are They?
What do these interviewed applicants share and what differentiates them? These considerations can list like facts or standout like beacons of light.
- How much experience and education do they have?
- Have they performed this job or something like it before?
- Have they proven their reliability?
- Do their references check out?
- What are their individual skill sets?
- Do they have unique, rare or otherwise noteworthy professional abilities that could set them above or apart from other candidates?
- What are their future personal and professional goals?
- What are their salary requirements?
What Is This Job?
Get in to the nitty gritty realities of the position. Don’t think who would fill the spot, just think objectively about what needs done.
- What time (full or part) and physical requirements need filled?
- What specific duties does this position perform exclusively?
- What duties or tasks does this position share with other positions?
- What are some essential and occasional responsibilities?
- What general skills does this position need (computer proficiency, machine knowledge, ability to learn proprietary practices, etc.)?
- What hyper-specific skill sets does this position require (CAD, JAVA, C++, Visual Basic, maintenance of small block Chevrolet V8 engine, etc)
- How much will you pay for this position against the industry average for the same or similar job?
Use these questions to create a criterion. Cross-reference the answers with the opinions of all those involved in the interviewing process. Evaluate skills and scores together and then come to a conclusion. Afterword, you can cross this action item off its non-procrastination list to increase your knowledge density and improve your core competency.