Holding a leadership or managerial position has its perks, but it certainly has its hardships as well. Hiring new staff members can be one of the more unfavorable tasks you have in your role. It's time-consuming and can be rather difficult if you have a large pool of excellent applicants to choose from - or the opposite, if your options are limited.
But taking the time to find the perfect candidate for the job is important and shouldn't be taken lightly. Perhaps the problem is your hiring technique. Are you making it hard on yourself to find the right person for the position? If so, here are five ways you can improve your current hiring practices:
1. Develop questions that cater to the position
There's no need to waste anyone's time with "curveball" questions, as Les McKeown, Inc. contributor and CEO of Predictable Success consulting agency, stated. Asking questions around what spirit animal the candidate relates to won't help you decide if he or she is right for the position.
"There's no need to waste anyone's time with 'curveball' questions."
"Hiring is a complicated business, made more complex by the fact that the person at the other side of the desk has read all that nonsense, too," he wrote. "You don't think any interviewee worth his or her salt hasn't got that stuff down?"
Instead of coming up with oddball queries, streamline your interview questions in a way that links to the position you're trying to fill. Perhaps you ask candidates about how they would react in a certain everyday situation, that can alternatively be the same way they react on the job.
2. Create your ideal candidate - before you meet anyone.
If you have an ideal candidate in mind before anyone walks through the door, you may find yourself weaving through potential employees easier. Give yourself a summary of set skills and behaviors your hire needs to have to fill the position.
3. Ask for a second - and third - perspective
You may be the hiring manager, and the decision ultimately comes down to you, but having an additional perspective analyze candidates can be the helping hand you need to weave through the bunch. If you're happy with how an interview goes, block off time for one or two of your co-workers to sit down and ask additional - and repeat - questions with the candidate. The second perspective can open your eyes to an answer you might've overlooked, which could've been the deciding factor otherwise.
4. Pay close attention to personality
Anyone can pass a written test if they've studied hard enough. As you listen to the interviewee's answers, pay close attention to how the questions are answered - based on his or her personality. Hiring the right person to fill the position shouldn't only be based on their skill set and experience - this individual should fit into the company culture as well. Maynard Brusman, a psychologist and founding principal of a consulting firm, said analyzing the candidate's traits and attitude is equally important.
"What kind of person you hire depends on [the] culture of organization and the kind of job," Brusman told Business News Daily. "A great person with all kinds of skills may be [a] good fit for one and [a] poor fit for another, simply based on their personality type."
5. Follow up in a reasonable time frame
Hiring a new employee can be a long and drawn-out process, so you want to ensure it stays organized. Once you've conducted your interviews, follow up with your candidates within a reasonable time frame - regardless of if you have intentions of hiring them or not. This allows the candidate to move forward accordingly, and can act as the closing door to your hiring process.