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Good, Better, Best Part 1:  Choosing the Best Candidate

October 27, 2016

b-loehr-best-candidateIt’s incredible, in both a good and bad way.

No less than five highly qualified candidates have risen to the top in the search to fill a key position within your organization. And you find yourself with the unenviable task of choosing which candidate to hire.

They would all be good, probably. Some could be, well, better. But you want the best. The best person to fill this crucial opening.

Short of playing eeny, meeny, miny, moe or throwing darts at the row of resumes tacked to the wall, how do you determine the best candidate for the job?

First of all, be mindful of two proven theories:

  • Candidates who interview extremely well don’t always perform well on the job
  • Candidates who are lackluster during the interview may end up being the brightest star on the team

Moving past the roadblocks, which the above theories can throw in your path, means some additional digging into these top candidates is in order. A second round of interviews is a great way to gain further insight about these potential employees.

Yes, that means carving out more time in your schedule for these additional interviews and will likely delay the process of filling the position. And your time is valuable, certainly. But hiring the right candidate is crucial—especially if your aim is not to be going through the entire process again, in the near future, for this same position. In this case, you would be wise to heed the “haste makes waste” idiom as a quick decision could end up being the wrong decision—one that you’ll regret for a long time.

Consider the following ways to glean additional information about the candidates. Choose which ones to include in this second round of meetings based on how each would mesh with this particular job opportunity.

  • An off-site meeting where the chance to observe the candidate in a neutral environment will reveal personality traits
  • A time for hands-on, interactive engagement with others from the company
  • An investigation into the candidate’s skills and qualifications, including those that aren’t directly related to the current opening
  • An inquiry into the “negatives” that can reveal depth of character—or lack thereof

In part two of Good, Better, Best: Choosing the Best Candidate, we’ll look further at these interview components.

At B. Loehr Staffing we understand the importance of matching the candidate’s skill set and personality with not only the job responsibilities but also the company culture. Our staffing specialists are experienced at asking the right questions that lead to a satisfying employment scenario for both the hiring company and the candidate. Contact us today. We’ve been leading the recruiting process in St Louis since 1898.

 

 

 

 

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