How do I find good staff? Part 2 - Selection
Part 2 – Selection
Attracting a strong pool of candidates is only the beginning. Once applications start arriving, the quality of your hiring decision depends on how carefully you assess and select from that pool. A rushed process can undo all the effort spent attracting good people. Here’s how to approach selection in a way that maximises your chance of choosing the right person.
Don’t rush! – the most common mistake leaders make is rushing to the finish line. One interview, standard questions aced, offer made before the end of the day… sound familiar? Trust in the process – a little extra time upfront will save you a mountain of time and money in the end.
Assess more thoroughly than a single interview – use a combination of tolls such as pre-screening questions, work-sample assessments, portfolio reviews, and probing reference checks to build a fuller picture of each candidate.
Check cultural and values alignment – skills can be taught; attitude and values are much harder to change. Use behavioural questions or a short values discussion to test whether the candidate’s approach matches what your business needs.
Always interview with another person – as they say, two heads are better than one. A second perspective reduces bias and catches things one person might miss.
Second look – always have at least a second interaction with the preferred candidate prior to any offer. Keep it relaxed and conversational so you can get to know them a little better.
Invite a peer into the process – this helps assess whether the candidate is likely to be a good team fit and gives the team a sense of ownership in the decision.
Utilise a psychometric assessment tool – when used correctly, these assessments can be invaluable in providing an insight into behaviour traits. Shape your interview questions around any areas of strength or concern that emerge, and test self-awareness by sharing the results with the candidate and seeking their feedback.
Keep the process timely – good quality candidates will receive multiple offers if they are active in the market, so don’t introduce unnecessary delays.
Give feedback – your second or third best candidate may be your next hire. Provide honest, genuine feedback and let strong candidates know they were close. At a minimum, response to every applicant and personalise the message for anyone who attended an interview. Your reputation as a thoughtful, considerate employer will bring good applicants back again and again.
Investing a little extra time and rigour in selection will improve your chances of getting the right selection the first time – saving you time and money in the long run.
The next step is making sure they stay, with many new hires exiting in the first three months if they have a poor onboarding experience. Part 3 of this series – Onboarding - explores ways to help new team members settle in quickly and contribute at their best.
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