Follow These Seven Tips to Find the Perfect Candidate
If you’ve ever interviewed someone before, you know it’s hard to measure how they’ll perform in a job. Here’s an example for a Warehouse Associate:
Candidate #1: Greg
Greg’s resume looks great with a professional, eye-catching template. Plus, he has plenty of experience in General Labour gigs. He comes to an interview, has an answer for every question, and gets along great with the interviewer. You loved his ideas and wanted to hear more.
Candidate #2: Danica
Danica’s resume is generic but shows relevant experience in warehouse work. You decide to interview her, but she’s more reserved and less outgoing. She seems very knowledgeable and asked many relevant and insightful questions about the company.
Both are good candidates, but you decide to hire Greg since he interviewed so well. When he starts, you quickly realize he is all talk and doesn’t have the skills and experience you need. He doesn't have a strong work ethic and spends a lot of time on simple tasks. His working styles and attitude are different from the rest of the warehousing team, so they don’t get along. You think back to the interview and realize that he never talked about any of the technical sides of his roles.
So, you call Danica, and thankfully she’s still available. She is collaborative, shares plenty of ideas, and succeeds in the role when she comes. Plus, she fits in great with the team!
In this scenario, Danica was still available for the role but what if she had already accepted another job offer? That happens more times than not when hiring. How do you make sure you hire people like Danica in the first place and avoid the Gregs of the world? Just follow along for our top seven tips to find staff!
Our Top 7 Tips
Look at Talent, Skills, AND Cultural Fit
It’s easy to look for requirements and whether you get along. There are a few other things you need to focus on too. Ask specific questions or take other measures to test if they know the skills. Then, get them in touch with the people they’ll be working with. Just because you get along doesn’t mean he’ll jive with the department (ahem, Greg).
Avoid the Standard Job Interview
Now, if you want an interview, you don’t have to avoid it altogether. But think of other options. It can be hard to get a lot of insight into working styles and ethic through a sit-down interview. Think back to the prior example, Greg was a great interviewee, but didn't have the skills or work ethic for the role. We’re in a day and age when there are other options available.
Give a Relevant Task
You can either give candidates one relevant task to see how they perform. Or you can give them a working interview for a better idea of their working style. That way, you can test their ability before hiring for full-time jobs. Plus, candidates are typically more enthusiastic about a paid opportunity.
Look Past Resumes
A fancy resume can be enticing. But look past it into other experiences, skills, and fit. Ultimately, how someone will perform in a role is more important than what they have done in the past.
Pay Attention to Their Questions
A candidate that asks good questions wants to understand the job and the industry. Look out for questions that are interesting and relevant to the role. It shows that they care about what they’ll be doing and wants to know as much as possible.
Focus on the Future
Although experience is important, focus on what they want to do in the future too. Then, assess whether that’s realistic for the position. If they did a certain task in the past, it doesn’t mean they want to in the future too.
Try Something New
If what you’re currently doing isn’t working, it’s time to try something new! AmbiMi is an on-demand staffing platform that is designed to find you the right candidate. We use our skills-based job matching app to guarantee that you find qualified employees for your temp jobs.