After identifying the true mission, expected outcomes, and core competencies of the role, the next step in hiring the right candidate is developing a consistent interview process. A methodical approach helps uncover important background information and behavioral patterns you may need to coach or manage over time.
Hiring The Right Candidate For Your Team
Hiring doesn’t happen by chance. Drawing from our experience recruiting both short- and long-term employees across industries, we’ve outlined four suggestions to help you identify the right person for your team.
1. Set Clear And Honest Expectations
Explain the expectations for the role to each candidate. Be explicit about what success looks like in both the short- and long-term. It’s equally important to clarify the day-to-day tasks, details of their weekly schedule, and how their performance will be measured. Setting clear expectations early helps avoid misalignment later on.
2. Get A Second Opinion From A Peer
Include a peer in the second or third interview to observe how the candidate interacts with others. Have them review the candidate’s application and resume. They might notice something you didn’t, showing you how well the candidate may fit within the team dynamic.
Today, many organizations are also leveraging technology to support this process and make more informed hiring decisions. Explore how AI is being used in hiring.
3. Call Their References
My favorite interview question, learned from Bradford Smart’s Topgrading method, is: “What would your previous manager say about you if I called them?”
Both listed and unlisted references can reveal a lot about the person you’re interviewing, offering insight into their strengths, as well as areas for growth. Taking the time to verify past performance can help reduce hiring risk.
4. Go With Your Gut
Chemistry is important. Listen to what your gut is telling you about your next hire! While data and structure matter, your own intuition can highlight things that aren’t obvious on paper.
