1. Take hiring seriously. Recognize the advantages of selecting the right candidate for your team and the hazards of employing the wrong person. Also, don't forget about the costs of the recruitment process in terms of money, time, and other resources.
2. Define the job. Before you draft a recruitment ad, profile the requirements of the job. Also, determine the performance and output expectations the new employee will need to meet.
3. Utilize your contacts. Advertisements may draw hordes of candidates, but many of these candidates will not meet the needs of the job. In addition, advertising is time-consuming and costly. Ask friends, acquaintances, and present and past employees to refer candidates. They know the organization, and they often know people who would fit in. Your search may end very quickly.
4. Review the applications. Take the trouble to review applications before your staff finalizes the interview list. Trained HR managers can read attitude and aptitude better. Write rejection letters promptly and politely. Never lower your standards to accommodate someone who is ultimately unsuitable.
5. Prepare questions in advance. Instead of making things confusing by asking each candidate different questions, prepare a list of questions to ask all candidates. Getting different responses from different candidates to the same questions will make your job easier. You will be able to compare responses and select the most appropriate ones.
6. Doubt your initial impressions. Pay attention to the candidate's references, but don't rush to make them the only criteria for selection. People often provide references they know will give positive reviews. In addition, smart candidates may come prepared with the answers you want to hear. Three minutes may not be enough to judge a person. Arrange second interviews for the candidates who perform best in their first interviews.
7. Make formal notes. Poor communication may hamper the selection process. Inability to hear the candidate's answers may lead to misinterpretations. Record responses accurately.
8. Ask more questions. Once the candidate has become more comfortable, don't hesitate to ask more probing questions. If necessary, go beyond the set of standard questions. Unconventional questions will help you understand the candidate's character and attitude.
9. Don't look for a superhero. Don't have high expectations for a candidate who knows very little about your organization and the job. It often makes sense to select a candidate based on the strength of his or her attitude and personal attributes rather than his or her knowledge and skills. Training can take care of the rest.