Hiring someone to fill a role in your company is never easy. You are first forced to try and choose the right people to interview based on their resume, and then you need to spend time holding brief conversations with people in order to determine if their personality and skill match your desired qualifications.
If you want to hire the best possible people, you need to have strong interviewing skills. The following tips will help you choose the right person for the job.
Learn where to post job listings.
Unfortunately, this is one of the biggest mistakes among companies. When they need to hire someone to fill a role, they tend to post the job listing on the most popular sites, such as Monster or Indeed. Yes, these websites draw a great deal of traffic, but it also means that you may end up having to weed through thousands of resumes for people that don’t even remotely have the right skill level for the job.
Before you post the job on major job boards, first try to post the job on niche job boards. For example, if you’re looking to fill the role of a computer programmer, place the ad on a niche job board like Dice. This will allow you to reach individuals that are specifically looking for that type of job and give you a better opportunity to reach qualified individuals.
Thoroughly check the resumes.
Once you’ve started to receive resumes, take some time to thoroughly check them. If you find grammatical or spelling errors, toss them out. A resume is a candidate’s first impression, and if they can’t take the time to ensure quality in their resume, they won’t ensure quality with their work.
You should also check the information on their resume with information online. For example, if a candidate claims to be the vice president of a company, look them up on Google or LinkedIn to see if the information matches. You may find that they truly are the vice president, or you may find out they’re a sales person lying on their resume.
Look for raw intelligence, not just experience.
Too many employers focus on a candidate’s experience, and this is not always the safest route to take. Sure someone may have graduated with a degree in your desired field, but does that degree outweigh the qualifications of the individual who never went to college but instead has five years of experience in the business? Always make sure you hold conversations with each and every interviewee to determine their experience and their intelligence. You want someone who can solve problems, not just someone who goes by the book.
Ask different questions.
Chances are you have a list of questions you pulled off the Internet to ask during the Interview. While this can give you some introduction, you should never just stick with these questions. Most interviewees have also found these questions and memorized the right answers. Instead, ask questions you really want to know the answers to, and don’t be afraid to stray away from the normal interview questions. Keep in mind that this individual will be a member of your company, so you want to ensure they’re qualified, smart and personable.
Always ask the interviewee for references, and then check them. This way, you can ensure that the interviewee wasn’t lying and that they’re going to be a good fit for your company.
Give the candidate a test.
Sometimes the information a candidate spews out doesn’t actually match their qualifications or personality, so give the interviewee a test. For example, if you’re hiring a proofreader, give them a proofreading test to complete during the interview. This will allow you to not only see how the perform the job, but also to see the end result. This will give you a better idea as to who exactly is right for your company.
Meyling Lau is a partner at SEOMap.com and has lead enterprise scale SEO programs. Formerly, Mey led a variety of grassroots marketing projects for Hotels.com. Most notably Mey led the Hotels.com Expert Evaluation and Rating Program, the largest and most successful verified hotel reviews database with over one million reviews collected in under a year.