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Hiring right: 3 questions to find the right person for the job

3 Questions That Hires The Right Person

So, there’s a position open at your company and you want to fill it.

It can’t just be anyone, though. You’re looking to hire the perfect candidate that’ll tick all the boxes, and then some.

Finding the right person for the job is no easy task (to say the least).

As the saying goes, fire fast and hire slow.

Before you even THINK about looking for someone, you need to understand what values and traits you want your new hire to embody, and you need to have a vision in your mind of the workplace you’re trying to create.

So, what questions should you ask yourself to help you make a hiring decision?

When you’re looking to bring someone into your team, there are three key questions which will assist you in finding the right person for the job.

1: Can They Do the Job?

Do they have the skills and experience to get the job done? Or at the very least, do they possess the ability to learn quickly?

This is the first thing you need to determine when hiring right.

However, it’s actually best to let them show you this through the questions they ask you.

A good candidate asks carefully considered questions because they want to find out more about the company that they could be working in. This shows that they’re prepared and interested in your company.

You can also ask them to explain a particular process in more detail, as well as the challenges they’ve faced.

You’ll determine right away if they know their stuff, because the answer they give will be quite insightful if they know their way around the typical challenges of their role.

2: Will They Do the Job?

This is the part where you assess their motivation.

Everyone has different reasons for applying for a job; some people are there for the money, while others actually want to help your company grow.

You shouldn’t judge a person based on their past – it should only be used as a rough indicator.

At the end of the day, if they seem eager to be a part of your company, they’ll probably stick around for a while.

If they know quite a lot about the company and even your background as they stalked you on LinkedIn, you can be assured that they are motivated to work for you!

3: Can I Work With Them?

You need to ask yourself if you can see yourself or your team working with them.

Fitting into the company without disrupting it is one of the most important things to think about before you pull the trigger and hire somebody.

They should be able to get along with their coworkers, and take the incentive to resolve any issues that arise before they turn into a bigger problem.

There’s a reason many job interviews go for more than an hour – it can take a LONG time to accurately assess whether or not a candidate will meet all the cultural requirements, and it’s better to be safe than sorry.

Putting in a little extra time and effort goes a long way to helping you make sure the candidate in question meets your requirements. You wouldn’t want to settle for less.

However, when somebody doesn’t work even after they’ve been given ample time to adjust, it’s wise to cut them out and resume your search.

As harsh as it is, it’s a better outcome than your company as well as for the person. Both sides are not happy, so why prolong it.

Remember recruitment is looking for the things consciously, at the surface-level, but it’s just as important to look at things as the subconscious level. Those hidden messages and their meanings are what your ‘gut’ picks up on – and your gut is usually right.


Until next time,
Thai Ngo.

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