4 Tactics To Make Sure The Candidate Is A Good Fit


Usually, you can tell rather quickly if a new hire is going to work out. Within a couple of weeks, it becomes obvious whether your chosen candidate is a good fit. At that point, you either pat yourself on the back for another great hiring decision…or you start to get that sinking feeling that you’ll soon have to start the process all over again. 

If only things were that obvious before the hiring decision. Even in an efficient recruitment process, you don’t get much information about your candidates. You can learn about their qualifications and their past experiences, but it’s hard to know whether they will truly fit within your organization. 

According to the Society for Human Resource Management, the average employee tenure is eight years. Meanwhile, the same set of statistics showed that the it takes an average of 42 days to fill a position. That means you’ll take about six weeks to find an employee you could work with for the better part of a decade. 

Those figures don’t even take into account the amount of time you spend with each individual candidate. Even on the high end, you might only spend a few hours with an applicant before you have to make a hiring decision. It makes it hard to make an informed judgment.

Despite these challenges, it is possible to improve your decision-making process.

Here are four tips to make sure your candidates will make a good fit with your company: 

Define What You Need 

Before launching your recruitment efforts, determine what you are looking for in a candidate. Of course, this will include the qualifications needed for the job and the responsibilities the position will include. However, you should go beyond this basic information. 

You should also consider what personality traits you would like your new hire to exhibit. At the same time, think about the soft skills that would be most desirable. Make a list of these attributes and shape the recruitment process around discovering them.  

Get Other People Involved 

Fitting into a workplace means successfully interacting with lots of people. However, many companies only include a few decision-makers in their recruitment process. This overly-narrow participation can lead to mistakes. 

Don’t fall into this trap. Instead of relying on a few HR staffers to weigh in on each applicant, find ways to include other opinions as well. Introduce your top candidates to their potential coworkers, then gather these alternative perspectives. This will give you additional data to judge how well someone will click with the organization. 

Assign Homework 

Occasionally, people can seem great on a resume and shine during an interview, only to produce mediocre work once the time comes. At other times, seemingly high-quality candidates are able to perform the basic tasks required by the position but don’t have the creativity or ambition to thrive. In a traditional recruitment process, you might not realize these facts until after you’ve hired a candidate.

For this reason, it’s helpful to get a sense of a person’s practical work ability. Test this by giving them a small project to complete at home. You can gauge their skills in a real-life scenario. At the same time, you measure their interest-level in the job. The process also creates additional opportunities to interact with the applicant, providing you more information about their work habits and communication skills. 

Keep Culture in Mind 

Don’t limit your consideration to the particular job at hand. Instead, take a more holistic approach. Sure, you need a person who can perform certain specific tasks. But you also need someone who can work with your existing staff and fits into your company’s values. 

Take culture into account when you consider a candidate. Ask about these matters during the interview. When you research a candidate (checking references and reviewing their social media footprint), make culture a benchmark for developing your opinion of an applicant. 

Finding the right workers can prove challenging. It gets easier when you have expert help. By partnering with a top-ranked recruiting firm, like DHR, you tap into the talent you need to take your team to the next level. 

Contact DHR today for more information. 

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