Let’s face it, getting the right fit for the job is not always a walk in the park. Some candidates radiate an outstanding vibe that shows they will be a great asset while their records speak otherwise. Some will have inch-perfect qualifications who have few soft skills. Even after decades of revolutionary transformation in hiring practices, the real basic technique on how to hire great people remains a tough row to hoe.
Have you noticed that most of the successful organisations have unique ability in hiring methodologies? At Gislen Software, we put a tremendous effort in recruitment because we know the impact of every single good hire; that is what makes us as successful as we are today!
So, how to seize an exceptional candidate? There are some very important things to look for other than technical skills. You might ask, Why don’t you just use a résumé to do the job? But you have to remember one thing,
People are not their resumes
A major percentage of resumes have false information in them. We have chosen the following statistics to share with you among the thousands of research reports on this ground.
|Resume / Application Falsification Statistics||Data|
|Percent of resumes and job applications that contain falsifications||53 %|
|Percent of college students surveyed who would lie in a résumé to get a job they want||70 %|
|Percent of job applicants who have a misdemeanour record||3 %|
|Percent of job applicants who have a felony record||7 %|
|ADP reported that 46 % of employment, education and/or credential reference checks conducted revealed discrepancies between what the applicant provided and what the source reported|
|Resume Falsification Statistics|
|Percent of resumes that are misleading||78 %|
|Resumes that state fraudulent degrees||21 %|
|Show altered employment dates||29 %|
|Have inflated salary claims||40 %|
|Have inaccurate job descriptions||33 %|
|Give falsified references||27 %|
Source: Statistic Brain
You get the idea. It is not rocket science to check a person solely by his or her resume, but evaluating with the right ingredients is!
Anyone can be trained to do a job, even a tough one; but few things are much more important than mere skills that cannot be enforced artificially. If you want to be an expert in catching the right fish, read on and learn the secret ingredients from our Hire Great People manual.
One of the principal and paramount qualities to look for in a candidate. Some might have an attitude that stands out even when their skills are average. They can learn and become an expert in things in no time.
Hiring someone with bad attitude just because they are very skilled and have a shining record is definitely a wrong move. It might seem manageable due to the time constraint you have; but you should always remember,
It is important to make the right decision rather than the easiest one.
So be patient till you get the best hires. A good attitude is a much needed quality if you are looking for a great hire. Any decision otherwise might cost your long built and nurtured company culture.
Fill the hole
Don’t repeat your hires
Look for skills that your employees don’t have already. When that person enters the arena, your team should grow in a new aspect, which will increase your production value. They should challenge you and your teams. So, always hire people who are better than you.
A quality that cannot be found out by following guidelines. When you sit with the candidate for a full interview, you will know if he/she is having a spark that makes them stand out from the others. Use your intellectual and emotional intelligence to extract the ones with budding flame.
Those are the ones who are hungry for opportunities. They are the ones extremely concerned about their careers and take things seriously when given a chance.
Yes, there are plenty of fish in the sea. But you don’t want the ones that are lazy, do you? Anyone looking to achieve something out of his/her career will have a thirst to go an extra mile instead of doing just what is required. Because that is what we believe too, our company’s motto is to stand on our toes and walk the extra mile. That is why the customers love us and we would like to keep it that way! That’s the reason we take our hires seriously.
So ask for a solution for a simple problem that has many ways to be solved. See if he/she picks the easy one or the right one. Because the right way is always tougher than the easy way!
Ask for a time when the applicant has screwed up badly. When asked what happened, look for the people who take responsibility for their actions that caused the blunder instead of blaming others/circumstances.
You need someone who is accountable for their actions. Test if they can stand up and take responsibility when something goes wrong and have the skills to make it right.
Forget the decision-making problems from internet. Sadly many HR departments still choose to ask these questions and wonder later where they went wrong. If you really want to get a good candidate who can improvise, create a scenario by yourself.
Your scenarios should demand candidate to choose between passion and money, love and career, honesty and loyalty, anger and diplomacy.
There are no defined answers for these. But when asked why he/she chose it, the explanation will give you a clear hint of their improvising skills, honesty, lateral thinking and many others.
Fight the First Impression
Don’t fall prey to your bias.
Most of us tend to judge a candidate just by the physical attractiveness or a confident tone or even worse, a firm handshake. Trust us, even though many of us do not admit this, we too are a victim of our bias sometimes. We tend to ask nicer questions to the one we like and harder questions to the ones we don’t. This is toxic for your organisation. If you want to hire great people you need to manage your bias! Most of us trust our gut feeling too much. However while gut feelings are useful. If you want to hire great people you should as Lou Adler suggests in his book – Hire with your head, use our gut feeling and then ask question which counter the gut feeling to find the occasions when the gut feeling is wrong and not try to confirm it by asking questions which are aligned with the gut feeling. The challenge is to find when the gut feeling is wrong…
Handle your bias carefully while interviewing, learn to be aware of them. If you are tired you are more likely to fall prey to your bias. Also involve multiple interviewers in the panel. Assess based on the quality of the candidate and not by whether you like or dislike him/her. For more information on how to manage your bias read more here…
Hire Great People
We are all meant to shine, as children do.
Add these points on your hiring notepad and we guarantee that you will never regret a hire in your life, ever again. Thank you for taking the time to sharpen your hiring skills, we hope that you will be able to hire great people and wish you all success in your future hiring! You absolutely deserve it.
And if you who are reading this is looking to work for Gislen Software, now you know what we’re looking for! Read more…