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How to Search and Hire Right Candidates?


There comes a time in every successful business when one can no longer handle the myriad tasks, large or small, that inevitably come to the owner of a developing company. Typically business owners know how to figure a way out of any sticky situation, thanks to their tons of experience, entrepreneurial intuition, creative vision, or any other skill that is necessary for the survival and growth of the company. However, the owner’s talent at signing checks, sending invoices, or hiring hourly paid freelancers certainly doesn’t play a significant role over here. 

However, focusing on what you do best requires solving some complex tasks, how to find and recruit a new team leader, an accountant, or, say, a new manager – a dependable person to whom you can transfer most of the essential part of your business so that you can focus on other important aspects of growing your business. So how to find and hire dependable business development executives, talent acquisition teams or store managers?

Fortunately, there is no need to reinvent the wheel for a great hiring process: those who have already mastered the art of hiring are ready to share their art of successful recruitment. In this article, we are going to mention a step-by-step strategy for finding and hiring the right candidates, interview questions, and other additional resources. 

Perform your job carefully

While searching for potential employees, do not forget about the legal liabilities. A signed and dated statement is necessary. Also, don’t forget to share the information that any false data in the resume or questionnaire can be considered as a reason for dismissal.

Employee Background Verification

Most companies hire third-party background verification companies in India to perform the check of a criminal record, credit score, social media profiles, personal background, professional license on applicants. The end goal of such checks is to gather necessary information about a candidate to assess whether they are eligible, trustworthy, reliable and credible. However, it’s worth noticing that a person’s past actions don’t dictate their future. 

Reference checks

Performing reference checks on an employee can easily take a considerable amount of time and effort. Previous organizations, fearful of lawsuits, often keep things to themselves. The best method to perform such checks is to consider searching for former colleagues or executives who are no longer employed to see how “worthy” a candidate is. Human resource managers should ask whether the candidate is ‘eligible for rehire and draw conclusions from their answers. Such checks can help confirm/refute any suspicion regarding the work ethics of the new joiners. 

Finding the right employee

  1. Job description

The first and foremost step is to define an open position clearly, this will help human resource managers understand what sort of person the organization needs. The job description must highlight the range of tasks of the employee and should also contain requirements regarding their education, work experience certificates and technical skills. Some HR managers also recommend including salary information in the job posting since this can help weed out unqualified candidates. 

In addition, it is recommended to describe the job posting in such a way that jumps off the page. If the job posting doesn’t sound like a “great opportunity ” to you, then it will probably fail to attract the right candidates. Also, it is recommended to highlight the perks of working in the organization, the corporate-friendly culture in which employees work, as well as opportunities for personal growth. However, above all, show the future candidates how much you love and appreciate your company.

  1. The Labor Pool

According to Becky Strickland, a consultant in Pueblo, Colorado, employee reference is one of the best methods to find new employees. Your current employees may be the best source of information. They understand your organization’s work culture and always help you find qualified candidates. However, some business owners are reluctant to hire close friends or relatives since if the new person doesn’t fit in, such a thing can easily ruin existing working relationships. 

What are some other good sources of finding the right candidates? Human resource managers can start by posting a requirement on various job sites.

In addition, companies can also create a “career” column on their websites where interested candidates can find relevant information and job requirements. Companies can also hire a talent acquisition manager who will use the Internet and other resources to compile a list of suitable candidates. 

  1. Interview

Nowadays, more and more companies are reclining toward so-called behavioral interviews to determine if an applicant is suitable for a particular job. Regular interviews generally focus on the biography of an applicant to determine how well they behave in a provided situation. A lot of talent acquisition managers believe that past performance is the best indicator of future performance.

As a responsible human resource manager, you can trust your intuition, but not too much. The interview should focus on determining how suitable a person is for a vacant position and not how much you like him. Also, avoid jumping to conclusions, and remember that your personal guesses can work against you. A lot of business owners successfully run their business using optimism and determination, while skepticism and patience are key concepts when it comes to hiring. At the time of the interview, you can also find out the candidate’s expectations from the job position – very rarely, it’s just money. According to the study, finance comes in fifth place for most candidates while creative tasks are first. Use this information while you are at the interview stage and going to offer a person a job.

Ask tough questions to get the right answers

There is nothing complicated regarding a behavioral interview. For example, if you want to know how an applicant handles challenging situations. You can ask questions like, “Tell me an instance in which you had to deal with a very upset client”.
Also do not forget to perform background checks on potential applicants using background verification companies. Since it can help you weed out unqualified candidates and help your business protect against workplace violence, theft and potential lawsuits.

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