How to Hire the Candidate That Is Just Right
We all know the story of Goldilocks and the three bears: The golden-haired girl knew when the things in the bears' house were just right -- not too much or too little.
The same can be said about hiring.
A candidate who seems overqualified for the position at hand may want too much money or crave more responsibility than the job entails.
This means they could get bored easily.
And a bored employee is a flight risk -- meaning all that time and money you've invested in them flies out the window with them.
So how do you hire "just right"? A large part of getting the right fit when hiring is writing a job description and ad that properly describes the position and company.
You may want to emphasize the company's culture, too, so the candidate will get an idea whether they'll fit in.
Identify the most important qualities you want the candidate to have, and make sure these are stated clearly in the job description.
When hiring, leave plenty of time for the recruiting process.
Finding the right fit cannot be rushed.
If you feel pressured to hire yesterday, you're more likely to bring on board a candidate whose resume should have ended up in the circular file.
To that end, make the interview process several steps, starting with the hiring manager weeding out candidates.
You can help overqualified candidates take themselves out of the running by mentioning the salary range and by crafting questions that make it clear the expectations you have for the position.
If the candidate gets past the first screening and to the interview phase, ensure that multiple key people meet with the recruit and weigh in on qualifications, attitude, and cultural fit.
You don't just want hiring managers to meet with the person; those who will work with the candidate also have something important to say about the candidate's qualifications.
Each person who meets with the candidate will have unique insights about the person's qualifications for the job, which also can help if you get stuck between candidates.
Technology also plays a huge role in finding and quantifying the right talent for your organization.
For example, an Applicant Tracking System means that the candidate who's overqualified for the position you've listed but is just right for another opportunity doesn't get lost in the shuffle.
Searching for candidates using keywords is another way technology can work for you.
In the end, you've got to know what's too much or too little for your organization in order to identify what's "just right.
" Using these tools and tips can help you find the candidate in that sweet spot.
The same can be said about hiring.
A candidate who seems overqualified for the position at hand may want too much money or crave more responsibility than the job entails.
This means they could get bored easily.
And a bored employee is a flight risk -- meaning all that time and money you've invested in them flies out the window with them.
So how do you hire "just right"? A large part of getting the right fit when hiring is writing a job description and ad that properly describes the position and company.
You may want to emphasize the company's culture, too, so the candidate will get an idea whether they'll fit in.
Identify the most important qualities you want the candidate to have, and make sure these are stated clearly in the job description.
When hiring, leave plenty of time for the recruiting process.
Finding the right fit cannot be rushed.
If you feel pressured to hire yesterday, you're more likely to bring on board a candidate whose resume should have ended up in the circular file.
To that end, make the interview process several steps, starting with the hiring manager weeding out candidates.
You can help overqualified candidates take themselves out of the running by mentioning the salary range and by crafting questions that make it clear the expectations you have for the position.
If the candidate gets past the first screening and to the interview phase, ensure that multiple key people meet with the recruit and weigh in on qualifications, attitude, and cultural fit.
You don't just want hiring managers to meet with the person; those who will work with the candidate also have something important to say about the candidate's qualifications.
Each person who meets with the candidate will have unique insights about the person's qualifications for the job, which also can help if you get stuck between candidates.
Technology also plays a huge role in finding and quantifying the right talent for your organization.
For example, an Applicant Tracking System means that the candidate who's overqualified for the position you've listed but is just right for another opportunity doesn't get lost in the shuffle.
Searching for candidates using keywords is another way technology can work for you.
In the end, you've got to know what's too much or too little for your organization in order to identify what's "just right.
" Using these tools and tips can help you find the candidate in that sweet spot.
