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Top tips on identifying the ideal candidate for a role


Throughout our years of experience, the most significant piece of advice that we have given businesses on recruitment is to thoroughly plan each and every aspect of the process. Many businesses spend a great deal of time perfecting their job descriptions. However, we have found that the same amount of detail is not incorporated into the rest of the recruitment strategy, which can ultimately result in the business overlooking the perfect candidate.

The recruitment process is complex and many businesses can struggle to implement an effective strategy; our experience means that we have accrued a number of top tips on how to make the recruitment process much simpler and therefore more successful. Take a look at our top tips below:

Define who will be involved in the recruitment process

Decide early on who will be involved in the process from initial job description, through to interviews and finally the job offer. Ensure each member of the team knows precisely what the role will involve and what skills the ideal candidate for the position needs to possess. Those that have worked in the same or similar role are often a great addition to a recruitment team.

Clearly outline your ideal candidate

With your recruitment team define the role and its responsibilities, and from this detail the experience, skills, knowledge and personality that the ideal candidate needs to have. This will form the basis of your job description.

Display your advert in appropriate places

Carefully assess the places where your ideal candidate is likely to view your job description and apply. Will it be a dedicated job search website? LinkedIn? Facebook? The window of a recruitment office?

Produce set questions and use them at each interview

Questions should be open-ended and revolve around a candidate’s skills, their experience, as well as enable them to give ample opportunities to provide multiple examples. The same questions should be asked in each and every interview so as to fairly assess candidates equally.

Score question answers under the same criteria

Incorporate a scoring criterion for each question, assessing a candidate’s answers and how close they are to the job description (e.g. does not meet criteria, only just meets criteria, meets criteria adequately, exceeds criteria requirements).

Ensure a positive interview environment

Clarify prior to the interview which member of the team will ask which questions, this will ensure that you don’t speak over one another and allow the interview run smoothly. Your role as an interviewer is to encourage the best answers from a candidate, and this will not happen if a candidate feels uncomfortable or intimidated by a negative or stressful environment. Make sure candidates are welcomed by a friendly team and provide them with sufficient opportunities to ask their own questions.

Compile interview questions into one document

Throughout the interview, each member of the interviewing team should have made notes against the questions asked and assessed them. Following each interview, these assessments should be compiled into one document to assess their overall fit for the role advertised. At the conclusion of all interviews these documents should be evaluated against each other to identify your ideal candidate.

Whilst recruiting is a complex task, we hope that our tips help your company to simplify the process. We have partnered with countless businesses over the years in helping them to establish and carry out an effective recruitment strategy. Contact us today to find out how our expert team can help you to find the perfect candidate.