3 Strategies for Selecting the Best Talent

Trying to decide who is the right fit for your company can be difficult when all you see is a piece of paper, summarizing their past and have only a few interactions. Companies lose money when they hire the wrong talent and average close to $15,000 of loss per each person. So how do you optimize the hiring process and select the best talent? We have a few ways to ensure you’re selecting the best person for the job right away.

  1. Detailed Job Descriptions and Requirements

You can easily navigate through a large crowd of unqualified candidates right from the get-go. By explaining your culture, what you do as an organization, and what specific requirements are needed from the new hire, you allow the applicant to decide before they even press the apply button if they fit for your company.

Now, some may focus on numbers in their candidate pool, the more leads, the more potential good hires. However, it also increases your potential for unusable candidates which ends up taking more time from your other daily responsibilities. Nobody wants to waste their time, even the candidate. Your first interaction with them is the job description, so make sure it really describes what they are signing up for.

  1. Paying attention to Personality

When you have a lot of interviews to get through, you tend to leave out the time where you get to know the applicant. Dedicate half of the interview to understanding their experience but leave the last half to asking questions to figure out if their personality aligns with your company culture.

Here at IMI, we like to end our interviews with fun questions, like “if you could create a new color in the crayon box, what would it be and what would it look like?” This is an example of a question you could ask when hiring a creative for your team to see how their imagination works. You can get to know about their hobbies and working styles but simply asking. This is the part of the hiring process that you get to listen. Your job description should have already told them what skills they need to possess. Now is the time to see how you get along with the applicant.

  1. Trial Runs

There is no shame in bringing someone in on a probationary day or two to see how they fit with the team they will be with. If you’ve narrowed it down to a few great potential employees, then bring them into the office to see how they interact with the rest of the company. This is where you can see who stands out too much or who doesn’t at all. You can assess their skills in action by giving them a small project, have a team-building exercise, and in the end, if it doesn’t work out you’re not wasting your time and money on a week of training only to discover someone isn’t right for the job.

Sometimes adding a little extra time to exhibit what you truly need from a potential employee can actually save you time in the future. A thorough interview process can reduce turnover and increase retention. Take a look at your hiring process and see if any of these areas need to be tweaked to ensure you aren’t wasting yours or anyone’s time.

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