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Hiring the Best Candidates for Your Company (Not the Job)

Partnering with a staffing agency? Here are five questions to ask!
When it comes to hiring for an open position, finding the right person for the job is key – or is it? While finding a qualified candidate to successfully carry out job responsibilities is of course essential, it is not everything. Today, it is becoming increasingly more important to hire candidates who will be great for your company as a whole, not just the individual position that needs filled.Hiring the right talent is vital to the success of your business and although each position is important, you will also want to begin looking at how each candidate will contribute to your company as a team player. Evaluating candidates beyond the scope of job duties and skills can be a challenge, but it can also be the biggest return on investment you could hope for your company’s big picture goals and ultimate vision. To break outside the box of traditional hiring practices, consider the following streamlined approaches to help find the best candidates for your company:

  • Post the problem instead of the job description. Describe in detail the problems your new hire will be responsible for solving. Explain how the company will benefit from the new hire joining the team and ways you might see them accomplishing their goals. Also include a detailed explanation of your company: why it exists, the problems it solves, and why it is beneficial to its customers. Conclude by explaining how the right candidate will contribute to each point.
  • Gauge their knowledge and feelings towards the company. Candidates will most likely be prepared with reasons why they will be great at the open position and which skills they will bring to the table, but it is equally as important for them to know why your company does what it does and believes in it. Ask the candidate broad questions regarding the business and industry, then hone in on more specific behavioral questions to determine how they learned about your company, its importance, and their favorite aspect.
  • Request social profile links. Some options to ask for include LinkedIn profiles, Twitter user names, and any other relevant social network, forum, or online presence. Often times, research you will find on these sites will provide you with more significant information about your candidates than a resume ever could. What are they posting about and what contacts are they engaging? Small details like these can help you determine if they will be a good cultural fit for your company and what type of personality they possess – both aspects that are very difficult to gauge from a cover letter or brief interview.

Asking candidates to provide the above information with their application is a great way to separate the best candidates for your company from candidates who are simply searching for any job along the way. Most likely, the candidates who take the time to provide the requested information will be serious about your company and will be happy to provide any valuable insight to help prove it. If you are ready to grow your business by hiring the best candidates for your company as a whole, contact the experts at Staffers, Inc. today!

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