How to Continually Hire the Right Person for the Job

In order to make sure the applicant we talk to is a good fit for the position we're looking for, we're providing the three factors we consider today.

Hiring for Fit with Job Position

Job placement fit refers to determining if a candidate is the best match for this specific position in light of hiring deadlines, financial limitations, and daily obligations. Here is the three-part methodology that enables us to shorten interview processes and identify the most qualified candidates for a position.

1.Desired Start Date

The recommended start date is one of the first things we ask every applicant. A few candidates will be prepared to begin tomorrow. Some people wish to take a month off before starting their next job.

There is no right or incorrect response. However, this job isn't the appropriate match for an applicant if they want to start in two months and you need to fill a position by next week.

Inform them and end the interview after 10 minutes. In the past, we would wait until the second or third interview to pose this question, only to discover that the time would not be ideal. By asking this question early, you may end the interview and give the candidate and yourself back an hour.

Although they will be unhappy, they will eventually appreciate you saving them an hour of time.

2.Salary Transparency

Being open about pay is a good idea. Establish a wage range based on the applicant's location and experience first. then include it in your resume. The number of irrelevant candidates will be reduced by half thanks to the pay range.

All applicants must respond to a few pre-interview screening questions. One of those queries asks each candidate to specify their ideal wage. If a candidate answers with a salary that is higher than our range for the position, we reiterate our range and inquire as to whether this range would be acceptable to them.

If they aren't interested in a position that pays within our salary range, we cut the conversation short. This change will spare you the unpleasant experience of making an offer to a candidate just to have them seek a beginning pay that is two times higher.

3.Optimal Daily Responsibilities

Here is our go-to litmus test for determining if daily obligations fit.

Strategy/implementation - everything linked to designing and executing services we give to clients.

Client communications include all conversations with clients, whether through phone, email, or in-person encounters. To guarantee that customer input is transmitted and deliverables are delivered on time.

Project management and internal team communications involve supervising activities that other team members are responsible for.

Note that depending on your industry, this categorization may change. I'd advise you to adapt the approach by choosing three general categories that correspond to your company.

We ask candidates to describe their optimum time allocation between the three jobs using intervals of 25% during interviews. One candidate may say that their ideal day would consist of 25% of the day being spent on strategy and implementation and 75% of the day being spent on client communications.

As the first question in the interview, inquire about the candidates' preferred start date. After that, provide a wage range and request the applicants' ideal salaries. Finally, inquire about their ideal workday schedule.

The number of irrelevant applications and interview times have decreased as a result of including these three factors into our hiring process.

Check out IceHrm's recruitment and applicant tracking system to help you hire the right candidate.