When you have positions to fill, you want to make sure you’re hiring the best person for the job. If your new hire turns out to be someone who is not up to the work, it will take a lot of time, effort, and money to find a replacement. So how can you be sure to get the right person? Here are a few tips.
Before you even put together a job description, you need to be clear about the skills and knowledge that are required to perform well in the job. You cannot simply pull out an old job description and post it. It may be outdated, and it may not contain the information needed.
To put together a good job description, you need to gather the people most knowledgeable about the position — the supervisors and coworkers — to put together a description that accurately and precisely portrays the requirements.
When interviewing, your questions should be focused on eliciting information about the skills and knowledge the job candidate has. Questions should be open-ended, that is, they require a person to give a detailed answer, as opposed to a simple yes or no response. Behavioral questions are a good way to get this kind of information from a candidate.
You should ask each candidate the same questions because this will give you a good basis for comparison. Be sure to take notes of their answers.
It also helps to use other methods of assessing a candidate’s qualifications, such as personality tests or some kind of skill-based test. One of the most effective methods is to give the candidate an assignment and have them work through it.
You should also schedule some time for the candidate to meet with the people he or she will be working with to see how they interact.
Make sure to do a reference check. Employers often skip this step because they deem it to be unnecessary. But talking to people who have worked with the job candidate can provide valuable information about the person and what kind of worker they would be.
You should have prepared questions to ask to make sure you get the information you need.
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