These strategies will help you hire the cream of the crop. By Satyaki Sarkar
The hiring process is one of the most crucial aspects of an organisation, because the employees hired will determine the productivity, efficiency, and ingenuity of the team, and the company in the long run. So how do you make sure you’re hiring a self-motivated individual who doesn’t need you hovering around to make sure things are done well and on time? Here’s are some tips for the hiring interview
1. Evaluate attitude before skills
It is important to screening potential employees not only on their professional skills and experience, but also on their attitude. Are they likely to fit into your company’s culture? Technical skills and expertise can be upgraded through training and coaching, but the right attitude, that would make him/her a valuable addition, cannot be taught. This refers to approach to work, interaction with colleagues, his productivity, efficiency, and leadership capabilities, and general work ethic. All of these factors determine how an employee functions and its vital you know this to see how well he/she would fit into the organisation.
2. Ask them how they handled failures
While most people ask a potential employees about their professional achievements and successes, very few ask them about their failures and setbacks. Some recruiters say, how people handles failures and hurdles, using them to learn, grow, and advance their skills is arguably more important than how they handle success. In a high stress, high performance environment an employee needs to be resilient and determined enough to bounce back from even the most debilitating of setbacks, and utilise them to his/her advantage. A successful organisation needs employees it can depend on, ones who won’t break under pressure, and inspire fellow colleagues to do the same.
3. Ask how they would handle specific scenarios
Apart from the usual set of scripted questions and tests that are designed to evaluate their capabilities, an efficient way of evaluating potential employees is by giving them a few hypothetical situations and ask them what they’d do in that situation. You can design the questions based on past hurdles, issues, and problems the company has faced, using real, high stress scenarios to test their decision-making capabilities, out of the box thinking, and ability to not crack under pressure. This helps you figure how they think, their depth of knowledge, as well as their suitability for the job.
4. Ask about new skills picked up recently
In today’s world, complacency is one of the most harmful vices, and employee complacency can ruin even the simplest of projects. With technological innovations and breakthroughs taking place every other day, it is imperative that employees constantly keep upgrading their skills and expertise, adding new feathers to their cap every now and then. Therefore, in order to understand whether potential employees are driven to excel and understands the need to constantly upgrade their skills, ask them new skills they have picked up recently, in the last year or so. This will help you understand whether the employee would be a valuable addition to the organisation in the long run, and how well he/she would be able to contribute to it’s growth.
5. Ask about extracurricular activities
There are some skills a course/degree cannot teach you, not matter how good the teacher or institution. These skills tend to be personal in nature and can relate to time management, loyalty, responsibility, being a team player, leadership skills, etc. These are all vital competencies that can be learnt from experiences and extracurricular activities and transferred to the work environment. Therefore, it is an excellent practice to ask candidates about their participation in activities outside work to judge what attributes they have picked up as well as gauge their personality and see if they’re a good fit for the job.
Photograph: Ijeab – Freepik.com