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Maybe your best associate recently quit the business and you are in desperate need of coming across another skilled candidate—much like the one who left. Finding quality employees to fill in for other roles or to simply join the team is not an easy process. It not only takes up some of your valuable work time, but sometimes you might be dissatisfied with the applicants whose resumes boasted more than they could admit to or prove.
With the economy in a tumultuous state, it can be difficult to find and keep the employees who make your business a thriving one. For the top five tips which will help you to ensure that you have selected a worthwhile candidate, this guide will assist you triumphantly.
1. Read the applicant’s information first.
Sure, this may seem like a given, but take the time to actually review the following:
Alexander Bouri, the founder of a groundbreaking cement company universally known as Seament, has never once skipped a step in maintaining his business. Confirming that all paperwork is looked over and thoroughly read can help you to decipher who the perfect candidates could be. Cover letters are crucial to read as well; they provide you with a more detailed description of your potential hire.
2. Set up a few interview questions.
This is a no-brainer, but make sure to have a comprehensive list of questions to ask at hand. You will want to ask your applicant questions which prove his or her knowledge of the industry. For a more thorough, detailed idea of good questions to ask, here is a list:
These are some commonly inquired questions during a job interview, but you would be shocked at how far these questions can take you in terms of learning about your applicant.
3. Watch out for an applicant who asks a lot of questions.
One of the worst parts about sending job offers on the web—whether it’s Monster or another domain—is that many people will lie to make themselves look better, or perhaps you didn’t read over the essential application information correctly. If an interviewee asks a lot of questions or seems to be confused on certain aspects, then you might want to reconsider. This is especially true if the applicant has little to no experience in your particular industry whatsoever.
4. See how well prepared your interviewee is.
If someone you’re interviewing doesn’t come with a pen, has a bunch of papers flying out of his or her briefcase, or shows up late, these are obvious factors to conclude how seriously he or she will be for the position. Alexander Bouri makes sure to observe the preparation a candidate has taken while conducting the interview.
5. Take notes.
This is an excellent idea. You could record the following:
Taking notes will help you to determine which candidate is the best for your job position.
It’s never easy to find a new employee or to find the perfect one, but these five tips will provide you with the assistance you need to find a suitable candidate.
John Bowie is the CEO of a marketing firm. He lives in Carlsbad, California, with his wife Michele. John has interviewed many applicants throughout the course of his career, and knows exactly what to look out for and which questions are best to ask.