If you’re at the point where you’ve successfully recruited candidates and are ready to make a selection, let’s talk about ways you can make objective selection decisions. If you haven’t found the right candidates yet, I cover other topics related to employee recruitment and selection in my other blogs.
Let’s face it – candidate selection is a big deal! Choosing the right person to fill a position on your team can result in further successes or add challenges to your business. But how do you know who is the right fit? Beyond that, how do you know who is the best fit? Take it one step at a time.
Before you started recruiting for candidates you drafted a position description. (If you didn’t do that, it’s not too late! Read this blog on position descriptions.) The position description is your outline of what work needs to be done and what past experiences would prepare someone for success at your company. You created that description before you saw any candidates, so you can use that as somewhat of an unbiased outline of what truly needs to be done. Use that unbiased outline to compare each candidates’ qualifications (from the resume), description of their past experiences (from your interview notes), and any other details you acquired through your discussions with the candidates.
You may want to get someone else’s perspective as part of your candidate selection process. Having multiple people participate as interviewers can be valuable during the selection process. You can hear a different perspective and get insight on examples given by candidates. Assigning certain questions or topic areas to your interview team members allows each of you to ask questions targeted to certain aspects of someone’s background and walk away from the interview with a full picture of a candidate.
Other tools you can use are candidate background and skill assessments. There are many companies that have great products for you to use. My recommendation is to choose a program that is intuitive for you, that gives results you can use for candidate selection and that you can carry forward during the employee’s life cycle in performance management and career development. Here are some partners you may want to consider investigating: DDI, AVA, MBTI,or look to a partner that can tailor the right assessments for your company, like Assess Systems.
Once you’ve selected your top candidate, check out my blog on on-boarding and engaging your employees!