5 Tips to Choose the Right Candidate

There is nothing like the perfect candidate for a job, but it is important, nevertheless, to choose the right candidate. Professional work experience and personal attitude matter the most, in the white-collar as well as the blue-collar job segments. As a hiring manager, you have reviewed many CVs and shortlisted several candidates for the interview – but how will you know which of them is best suited for the opening you currently have? Be sure to ask yourself the following questions:

1. What are the exact job skills that you need in your candidate?
2. How can you evaluate them in creative ways in a manner that is appropriate to the job description?
3. What are the five behavioural traits you need in your candidate?
4. What would you like them to achieve them within the first year of joining the company?
5. What would be their long-term role in the organisation?

Now, though it seems simple at a glance, it is a lot harder than it sounds. And, although you need to ask the aforementioned questions, look for the following five tips in order to choose the right candidate when pre-screening them:

How is the candidate’s body language?

Observe the ways in which candidates handle handshakes, gestures, eye contact and body movement. These give an insight into their personalities, thoughts, emotions and interest in working with your company. Notice if the candidate has been unable to work with the previous management and colleagues. Also, ensure that the candidate can handle changing priorities, heavy workload and deadlines.

Are they interested to learn more about the job?

Ask candidates questioning by following the STAR system (situation, target, action result), which leads them to talk about professional experiences and achievements. They should have the mind of learner who likes experimenting with styles, tools and technologies. Ask questions on the candidate’s particular topic of interest, which shall help them open up in case they are anxious or shy. They won’t just be a priceless resource to your team, but someone who can share invaluable experiences with you. After all, you are looking for someone who would be motivated enough to come to work every day?

Get feedback

It’s a given fact that some candidates will behave well with the hiring manager and recruiting team, but is that all there is to them? The chosen candidate needs to gel well with their potential colleagues too, especially, in the blue-collar job situation. So, making the right choice is important. Find out if the candidate had treated the receptionist with respect and if the other colleagues received positive vibes during the office tour. Tiny details like this will save your mental happiness and the work culture in the future.

Make them do a small project

It’s important to see the candidate behind the resumé for who they are. You must check the candidate’s professional expertise as well since that forms a huge part of any blue-collar job segment. Candidates have been shortlisted for a reason, and that is because they know their job. Giving them a test problem determines the way they process situations, ask the right questions and look for solutions. This helps you decide if they can be trained to perform better in the course of the job and learn new skills.

What are the kinds of questions that they ask?

Seasoned candidates will always have intelligent questions for the recruiter; they will have researched the company, work culture and its future growth plans. Be prepared for questions on how your organisation will contribute to their career path in the blue-collar job segment. Insightful questions suggest their enthusiasm in the job opportunity, and you must retain their interest. Engage in a meaningful conversation about how they work, process and find solutions to problems.

While these tips are applicable to hiring managers, candidates applying for jobs must take this as Gospel. Remember that you are going to be judged based on these tips, hence, you must be prepared when you go for an interview.