“CHOOSE WISE, FEEL NICE” – Key Points for Choosing the Right Candidate.

Key Points for Choosing the Right Candidate.

“CHOOSE WISE, FEEL NICE”.

There are more scientific ways to hire employees, but instincts still matter. So does the chemistry and candidate fit, It’s important to make sure that the candidate will fit in with your organization’s culture and the team they will be a part of as it is to ensure they have the qualifications to the job. Selecting the right person for a particular position is a tedious job. So the Fobza Jobs helps you in criterion of selecting the Right Candidate, starts from its requirement. You’ve scoured hundreds of resumes and pre-screened a number of candidates over the phone. You’re in-person interviews are scheduled and you’re confident that one of these candidates is the right fit for your team. Now it’s all about choosing the right candidate…

Save yourself from the headache of making the wrong decision. Use these tips of Fobza Jobs, that helps to you evaluate candidates during the interview process.

Decode Candidate’s Body Language.

Body language is a type of nonverbal communication.The ability to accurately assess a candidate’s body language in the interviewing process will increase a company’s quality of hire. A candidate’s words may not expose as much about him or herself the way their body language can.

Look for clues about the candidate in Eye Contact, Handshakes, Voice Volume, Nervous Movements, Facial Expression, Verbal Articulation, Postures and Use of Gestures. Because interviewing can be stressful for even the most skilled job seeker, employers should understand that even the best of the best may show some nervousness, especially at the start of an interview. That could include hand shakiness, eye blinking, a stiff posture and folded arms. The candidate’s body language can give you insight into what kind of person they are, how they’re feeling, and how interested they are in your opportunity.

Focus on Specific Experiences & Performances.

As an interviewer, you can look for candidate answers that follow the STAR method .The STAR method is a structured manner of responding to a behavioral-based interview question by discussing the specific Situation, Task, Action, and Result of the situation you are describing. It’s a great way to gather insights about past experiences and important achievements.

Analyse their Work Ethic & Attitude.

Be on the lookout for language that indicates the candidate has had difficulties working with colleagues or management in the past. And so, ask questions about how the candidate handles heavy workloads, shifting priorities, and organization.

Determine if they are a Constant Learner.

Employees with great potential tend to be very curious. They want to continuously learn – adding new skills and tools to their range of knowledge. This type of candidates can grow at your company and become valuable resources.

Evaluation from People Who Weren’t in the Interview.

You may opt to have a few team members’ interview candidates. This is a great way to involve the team in the hiring decision. But, it’s also important to get feedback from those who interacted with the candidate outside of the interview. How did the candidate treat the front-desk employee who greeted him or her? If they received a tour of the office, what was the first impression from those whom briefly met the candidate?

Ask them about something they’re Zealous About.

Want to learn more about the candidate? Be conversational and open. Work topics that candidates feel comfortable and confident talking about into your interview. You are more likely to collect valuable observations about them and find out what makes them “tick.”

Give Them a Project or Problem to Solve.

The idea of giving candidates a project to do or a problem to solve isn’t so much about seeing their end result. It’s a smart way to determine how they develop processes and how they go about finding solutions.

Pay Attention to the Questions They Ask.

All great candidates should have questions about the job, your company, and the culture. Are the questions insightful? Do they give an indication of how enthusiastic they are about the role? You can gain meaningful information about their level of interest, the way they diagnose problems, how they process data, and more.

Ask Yourself 5 Questions.

There are 5 main questions you want to be able to answer before you offer a role to any candidate:

  • Can the candidate do the job?
  • Are they inspired to do the job?
  • Is the candidate curious in learning new skills?
  • Are they a fit for your team values?
  • Is the candidate coach-able?

Make sure you look beyond the skills and how candidates look on paper. The best candidate should have the most necessary skills but also have the potential to grow and be a culture fit for your team.

So think, have you found the ideal candidate? Ensure they accept your offer with these tips for negotiating employee salaries!

However, if you’re careful about the selection and interview process, and if you listen to your gut when its necessary, you’ll have a much better chance of getting your next great employee. This is how Fobza Jobs advice you while Choosing the Right Candidate.

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