5 Tips For Selecting The Right Candidate For A Job

Finding the right person for a job is never straightforward and there are many factors to consider. When you own or manage a business, naturally, you want the best employees working with you. The building or overseeing a company takes great devotion, therefore employees that will demonstrate respect and loyalty towards the organization are vital. But how do you find these employees?

1. Use a Recruitment Consultancy

Working with a recruitment consultancy takes a lot of pressure off selecting good candidates, as they will do a lot of the work for you. Consultancies such as BMS will handle the job advertisement, seeking out suitable candidates, assessment of CVs and cover letters, initial interviews, and the development of shortlisting candidates. This particular consultancy specializes in sales, however, there are various recruitment consultancies that specialize in multiple fields.

2. Request a CV/Resume

A CV is the simplest way that a jobseeker can present their skillset, qualifications, and work experience. However, it is important to ensure that the CV is tailored to the job that is being advertised. For example, if the job is in the scientific field, a perfect CV should be clear-cut and direct – this way you know the candidate is a logical thinker.

In contrast, if the position is associated with the arts, you may look for a more embellished piece of writing – this informs you that the candidate is creative. You can often identify more about a candidate’s character from how they write, as opposed to what they write.

3. Request a Cover Letter

A CV is designed to be a concise account of a candidate that an employer can quickly sift through. However, if their CV checks all the boxes, you can learn a lot more from a cover letter. This allows a candidate to go into further detail about what they have touched on in their CV. There is only so much that a jobseeker can fit onto their CV, therefore if you are looking to get a better idea of them before proceeding to interview, a cover letter is the perfect solution.

4. Request an Application Form

If you are searching for a specific set of skills, an application form allows you to clearly state what skills are required to do the job. The application form should be used merely as an assessment of their skills and experience, as not a lot can be determined about someone’s personality through this.

5. Carry Out an Interview

It is almost impossible to form an opinion on someone without meeting them face-to-face, therefore the interview is arguably the most vital part of the recruitment process. It has been said that we make our first impressions of someone within the first seven seconds of meeting them.

Therefore, you cannot make a final decision about a candidate until you have had the opportunity to meet them. Someone who naturally smiles comes across as approachable, whilst someone who makes eye contact displays confidence. These are key signs to look out for in an interview when selecting a candidate.

Of course, the jobseekers’ responses to questions are also an imperative part of the interview process. If they provide a confident and convincing answer, it is likely that they are qualified for the job and took the time to prepare for the interview.

Conclusion

There is no right way to recruit and select new employees and the processes will differ from company to company. Of course, the candidate’s qualifications and skillsets are vital to the process, but their compatibility with the company and the rest of the team is equally important.

Read Also:

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