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3 Tips For A More Efficient Hiring Process

23 Jun 2016

By Justin Hoo Hing

It’s no secret that the hiring process is a key factor in building and maintaining a successful company. But if you’ve ever managed a business, you know that finding the right employees can sometimes prove to be difficult and time consuming.

Evert Akkerman, owner of XNL HR & Communications in Newmarket, shares three tips to make finding your next hire a faster and smoother experience.

1. Ask the right questions

The number of questions you ask during an interview doesn’t matter. So what does? The quality of the questions and overall structure of the interviews, says Akkerman. Questions should relate to the requirements of the particular position. Remember, you’re trying to gauge someone’s ability to be a proficient employee in your organization. “The interview needs to be focused on competencies and outcomes that are specific and measurable.” says Akkerman.

Look for candidates who demonstrate they’ve done a little background work. “I always ask applicants what they know about the company or the organization and what prompted them to apply for the position,” says Akkerman. “In other words, did they do their homework and why do they think there is a match between their qualifications and the job’s key requirements?”

2. Know what answers to look for

Answers should be specific and relevant to the job’s expectations. When asking questions, the responses you want to hear are the ones that refer to real life situations and how the candidate used/can use their skills to contribute to a positive outcome.

Make sure to take detailed notes of candidates’ responses and score their answers. You can then compare their scores to the results of other interviewees to accurately select the right one. “The result is a documented decision, which will enhance the credibility and effectiveness of the process, as well as your chances of making a successful hiring decision.” says Akkerman.

3. Manage your time

Before bringing anyone in, set up pre-screen interviews over the phone. It should only take you around 10 minutes to judge whether you like what you’re hearing or not. For face-to-face interviews, cap it at 45 minutes. Be sure to advise your applicants of their time frame to help them properly time their answers to your questions. This will allow you to accurately schedule an organized series of interviews.

Something to always keep in mind: It’s OK to end interviews early if you realize a potential hire just isn’t a good candidate. “I’ve ended interviews when someone couldn’t come up with a meaningful answer to my first question: ‘What do you know about the organization?’” says Akkerman. “If a candidate has not made the effort to do at least some research about the organization that he or she is looking to join, I tend to conclude that the candidate lacks motivation and this would be the level of effort he or she would make once actually in the job.“

 

 

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