View Full Version : How to choose the best candidate for your business

06-11-2015, 03:21 AM
2015 is looking like a year of growth for many medium and small businesses. Read these top tips to give you the best chance of finding the right employees for your business.
1 Write an accurate job specification
Lose the generic job specification and ensure that it is relevant to your business needs and specific to the role in question. Ensure the targets that need to be achieved by employing this new person are promoted through the specification.
2 Identify an individual person specification for each role
What are the base skills you require; how is the applicant's written and verbal communication? Are they a team player; is it about the business or about them? They need to be both motivated and driven; do they really want your job or just any job?
3 Be sure what you're looking for
Do not change your mind about what you're looking for in a candidate during the interview process based on applicants' feedback. However, do take time to review your processes to ensure you do not make any rash decisions.
4 Work to a standard interview process
To be fair and consistent, you should use the same interview process for every applicant. This might include telephone screen, psychometric test, first interview, second interview, include a related test for that role i.e. presentation for sales people. Telephone screens show if applicants are professional, clear and precise. An informal first interview should start the process and filter the applicants down.
A second interview should be more formal with an increased number of interviewers to see how the applicant demonstrates themselves under pressure.
5 Use an application form
Ask all applicants to complete a standard application form and provide copies of all qualifications and ID prior to arranging any interviews. This is an opportunity to see if the person is qualified to the standards required to fulfill the role successfully.
6 Use competency based interviews
During each interview, ask plenty of competency based questions. What has the applicant achieved in their current role? What have been the career highlights? Establish their weaknesses and what they have done to overcome the weaknesses.
7 Get references
Before appointment, take a minimum of two written references. One must be the last and most recent employer. Ask for character references if the role involves a lot of trust. Try to gain a full understanding of that person; will they fit in with the team and can they fulfill the role in the long term.
Source: http://vnmanpower.com

06-11-2015, 03:25 AM

06-11-2015, 03:56 AM
For starters this is not under the correct topic......so it's moving for now.

06-11-2015, 08:38 AM
Hmmm...maybe we give you 1 more chance. No spam this time. :rolleyes: