Reference Runaround: 6 Effective Ways to Vet Candidates for Key Positions
How to make sure you only hire the best and brightest
There are many things an organization needs to have in order to be successful. While quality products and services and good customer service are vital, a company will never thrive without top-notch talent. However, finding the right people is often easier said than done. Whether you’re starting a brand-new business or need to fill vacant spots in an existing company, these tips will help you figure out if a candidate is the right person for the job.
Ask about their core values
To get to know a candidate, ask them about their core values and how these would correspond to the core values of your business. This will give you excellent insight into their motivation and allow you to see where they could fit in your company. Doing so may also uncover any potential conflicts.
Check the right references
Not all references are created equal. This is why it is important to talk to a candidate’s previous direct manager or supervisor to learn about their personality, strengths, weaknesses, and other notable attributes. And while technical skills are important, don’t forget to ask simple questions regarding things like likeability.
Have them meet with multiple people
Because the candidate will be filling a key role, they will almost certainly be interacting with many different people and departments within the company. This is why they should be interviewed by different members of the executive team. Each person will then be able to do their own assessment and form their own opinion.
Give them a personality test
Just because someone is great in an interview doesn’t mean they should automatically be hired. To discover what somebody is really like, conduct a personality test that matches their traits with the nature of your job and its organizational culture. It will give you additional insight into whether the person is the right fit for the position.
Throw them right in
One of the best ways to determine if a candidate will be an asset to your company is to quickly see what they are capable of, and you can do this by putting them to work. Think about ways you can test them, such as by assisting on a key project or meeting with clients. Even a small sample or test period will help you envision what they will be like if you decide to hire them.
Meet outside of the office
Interviews are typically pretty formal affairs, especially when held in an office or conference room. To get a glimpse into what someone is like outside of a business setting, make the interview more casual and have it over coffee or lunch. In a less stuffy environment, a person will be much more likely to open up and reveal more about themselves personally.
If you want to make your candidate search easier, contact Capital Markets Placement. Our goal is to get companies connected with the best talent available. Give us a call at 212.342.7430 or just fill out our online contact form.
