Selection Process: Choosing the right candidate

You have received dozens of applications that matches your criteria and all the resumes looks attractive to you but you got to hire only a single candidate for the particular role. This is where the need for selection occurs. Some recruiters hire an employee on the basis of gut feeling  which tells them that this individual is fit for the role or not. But this does not work always and you may fail on your gut, so there are other scientific approaches that are followed to hire an employee.

To know the candidate, they are being called for an interview process where their attitudes and behavior are being noted for further assessment to see whether they match the job criteria. Following are the points on the basis of which a recruiter can evaluate the candidate:

  1. Assess the body language:
    Body language speaks louder than words and they shape who you are. To know the state of mind of a person one should note their hand movements, gestures, eye movement, posters etc. These things tell a lot about a person and whether they are interested in the conversation or not. 
  2. Never get influenced by their charisma:
    A candidate can have an amazing approach and looks very charming but a recruiter should never get influenced by these things. He/she can talk fabulously and gives you a tough game while giving answers but that does not justify that they are pertinent for the workplace and job role. For that you have got to look at other grounds also.
  3. Look for a candidate who is willing to learn new things.
    The key to success is the thirst for knowledge. A candidate with great potential will always be keen to learn new things. The candidate who is adamant of sticking to a particular thing will not go an extra mile for your company. Therefore, look for a candidate who outgrow your company and become an invaluable asset.
  4. Evaluate them by giving a project or problem to solve:
    The grades on the resume does not really matter in the real world, a candidate with higher CGPA does not necessarily be the right person for the role. Therefore to know whether they will match their criteria give them a project or a problem to solve in a few days before calling them for the interview. The project should be related to the role that you are offering, for example: if you are hiring a web designer, you can tell him/her to create a webpage landing for your website. You can also give the candidate a real life management problem and tell him/her to describe how they will manage the crisis.
  5. Focus more on their experiences and accomplishments:
    Ask them about their previous job, what was their role and how was the working culture there. Their experience matters a lot to your company and not only the experience but accomplishments also. How they have achieved those accomplishments and in what situation, matters the most because these things tell who the person he/she is and how passionate they are to achieve their goals.
  6. Ask about their passion:
    In an interview, you get to know the person as a whole not only about his skills but also what he/she is passionate about and what their interests are because while working under a roof one should know each other. Ask the candidate about his/her passion and what their future goals are. Let them talk because the more you let the other person speak the more you will observe salient details about them.
  7. Discuss work ethics:
    Ask the candidate about the work ethics and what they expect in their working environment. Give them instance about the workload, working hours and shift priorities, how they will handle all these things and are willing to change when the work demands.
  8. Get feedback about the candidate who were not there in the interview:
    Ask people from reception area and your team members to keep their eyes open while the candidate is on the premise. Then after the interview take feedback from them about how the candidate has appeared to them and their body language.
    These strategies will help you find the right candidate for the job and not only the right candidate based on the skills but also the ones who will grow your business and stay with you for a longer period. Sometimes a person with zero experience or lower grade gets selected from a crowd of maybe the toppers because of their interpersonal skills and has potential to outgrow.
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