Your employees can make or break your business, which is why, if you want to be a success, you need to make sure that you’re hiring the best people for the job. This is a lot more difficult than you might think with over half of all new hires proving to be duds within 18 months!
If you want to ensure you pick the right people first, and you want to avoid the time and expense of rehiring after so short a time, here are some tips to help you weed out the dud applicants:
Give them a Test
Use your job application as a test for your candidates. You can do this literally by giving them a problem to solve or figuratively by perhaps making the application a little more involved than it needs to be and then see if they put the required effort in. Do this, and you will soon see which candidates are really interested, capable and serious about working for you so that you can weed out the duds at a very early stage.
Using a document verification service to check that your applicants are legit is another good way of weeding out the duds at an early stage. It’ll identify the candidates who are being less than honest with you so that you don’t end up hiring them only to have to fire them a few weeks or months down the line when they turn out not to be what you expected.
Ask Them to score Their Former Managers
This might be a bit unorthodox, but asking your candidates who’ve made it to the interview stage, to score their previous managers on a scale of 1-10 can be quite revealing. You see, a candidate might appear perfectly qualified and perfectly pleasant at the interview, but that doesn’t mean what they’re really like. One thing that can get their mask to slip is to ask them about old managers. If they talk trash about old employers and former jobs, perhaps they’re not really a team player, and they’re not the right person for you.
Meet Them Twice
Once you’ve drawn up a shortlist of candidates you’d be interested in hiring, make sure to schedule two separate meetings with them because, as you will know, we all have out good and bad days, and you don’t want to miss out on a good candidate because they were having a rough day, or end up hiring a dud because they were on fire when you interviewed them.
Ask Unique Questions
As business owners, we’re used to asking the same tired questions over and over again: “What are your strengths?” “Why should I hire you for this position?” Not only are these questions deathly dull, but everyone knows you’ll ask them, and therefore has time to prepare. If you can throw in a curveball by asking them something they’d never have predicted in a million years, you’ll have them on the hoof, and you’ll be able to see how well they really perform. Perhaps asking them to rate their managers, as I mentioned above. would be a good curveball question!
Give Them an IQ Test
If you’re hiring staff who need to be able to work under their own steal, solve problems and generally be on the ball, using the Venture Works IQ test to gauge their intelligence will very quickly help you to eliminate the duds.
Converse with Them
Sometimes, it’s not that the candidate’s a dud, but it’s the fact that they wouldn’t really enjoy working for or with you that’s the problem. By ensuring that you converse with them during the interview, rather than just firing lots of questions at them, you can give them the opportunity to find out if they want to work for your company, and thus avoid having to rehire again in a few months when they decide to leave.
Meet the Spouse
If you’re hiring for an executive position which involves a lot of responsibility and long hours, it’s always a good idea to go out with the candidate and their significant other, if they have one because if the spouse isn’t on board, the candidate might not last long and you’ll be looking to rehire again before you know it.
Some of these ideas might be a bit unorthodox, but if you’re serious about weeding out those duds BEFORE they become part of the team, give them a try – they really do work!