In our last two “Nuts-and-Bolts” blog posts, we discussed the purpose of conducting reference checks and what questions to ask/not ask during these reference checks. Let’s take a step back and explore how to select the right candidate for the position. After your organization posts a job, the emails and resumes typically start flooding in. There are typically two factors that are the most important to consider: the candidate’s fit for the role and their fit within the organization.
The Candidate’s Fit for the Role
Ensuring that the candidate is the best fit for the position is important in determining if they have the experience and education necessary to perform the essential functions of the job. Make certain that the job description for the position to be filled is up to date and clearly depicts what the expectations of the job are to avoid any confusion regarding these expectations. Once this is in place, there are a number of things to look for to see if the candidate fits the requirements:
- Pay special attention to the applicant’s cover letter. Did they take the time to craft a personalized and detailed cover letter, or did they simply fire off their resume without bothering to interact beyond that?
- Conduct a basic analysis of email communication to see if the candidate is truly interested in the role. Look for things like basic grammar and response time. A genuinely interested candidate will typically proofread their responses for errors and will reply in a timely manner.
- Avoid questions that can be viewed as discriminatory (particularly as the questions pertain to the ADA/ADAAA), but ask questions about the candidate’s background, work experience, and skill sets to determine if their experience aligns with what is needed for the position.
The Candidate’s Fit Within the Organization
The second factor to look for in your top candidates is whether or not they will be a good fit for the organization, for the team. When determining this, keep an eye out for the following:
- Demeanor and behaviors during the interviews – During the phone screenings and in person interview(s), look for behaviors that will mesh well with those of others in your organization. Depending on the job, the department, etc., your expectations of what mannerisms are required for a good fit may vary.
- Ensure that the candidate’s values match with those of your organization. Are they a good cultural fit? Consider having the potential employee meet with current employees to get a feel for their ability to fit in with an established team.
Selecting the right person for your open position can save your Company precious time and money. Making it a point to review these few key factors and effectively engaging your candidates in the process can help you fit the right person into the job, the culture, and the organization.