When your company has a job opening, you must find the right person to fill the vacancy. The problem arises when the position is for a specific job, and you’re doing your due diligence to ensure you sift through candidates to find the perfect one.
If you’re not used to vetting the talent before hiring them, you’ve come to the right place. Below you’ll find some tips and tricks that will aid in the sieving process while ensuring you find the right candidate every time.
Typically before you hire someone, you have their consent to a background check. This will ensure that if there is anything you should know about the candidate’s background that would aid in making your final decision, you won’t be missed.
An enhanced DBS goes beyond the traditional background check. We recommend finding out more here to gain a deeper understanding of what it entails. It’s about more than just uncovering past evictions.
The things you’re going to find won’t necessarily rule a candidate out, but they can help you get one step closer to making your final decision.
Candidates often take time to create personal profiles and put together a cover letter that will wow you if they’ve done things the right way. Before you review a potential candidate’s profile, it’s best to have a list of keywords you’re looking for.
These should serve as buzzwords and give you insight into whether a candidate has what it takes to fit within your company culture. Of course, you do need to read what is written in the profile, but including some of these buzzwords should resonate more with you.
It also helps to know what attributes you’re looking for in a successful candidate. For instance, if your company is searching for a coding engineer, one of the main attributes you would be looking for is being well-versed in various coding languages.
This shows they’ve taken the time to become skilled in not one area, but it could prove useful with any type of coding project you throw their way.
You can only do so much without meeting with a candidate in person. Conducting an in-person interview will help you to get a better feel for who someone is and whether or not they will fit in with the culture and atmosphere you’ve created within your organization.
This also gives you a chance to ask them about their experience and have them expound on areas of their resumes that might have left you with a few questions. Again there’s only so much you can learn from a person’s resume and their online profile.
Conducting in-person interviews remains the best way to determine whether someone is the right fit for a position you’re hiring for.
When it comes to sieving candidates to work within your company, there are some ways to do so. Don’t forget to conduct an in-depth background check; it always helps to conduct an in-person interview.
The more work you put into the hiring process, the better candidates you’ll be able to find for your company.