Make the right hire the first time

Hiring can be a dreaded task for any business. Making the right hire is tricky, but can be one of the most high-value actions an organization can take. There is not a guaranteed way to ensure you are making the right hire 100% of the time. Some people are great at interviewing, and don’t work out well once in the work environment. Others don’t interview so well, but really shine in the office. Preparation for the interview says a lot about the candidate, and is one indicator of a high-performing employee. Many interviewees do not put enough thought into the interview process, so a prepared candidate can be an indicator of work quality. However, the hiring process can become overly systemized and miss some really great candidates. Having to let go of a new hire because they do not contribute effectively to the organization can be as costly as turnover. Here are a few ways to think about the interview process when considering a new hire.

Consider culture fit: Culture fit has taken higher priority in recent years. A candidate can have great skills, but if your environment can’t offer them a place where they can excel it may not be the best for either of you. People are unique, and are best suited to various types of settings. Some individuals thrive under lots of structure, where others prefer to express their creativity. Some are detail oriented, while others see the big picture. Fitting people into a box because their technical expertise matches the job description may work in the short term, but not in the long term. Ask questions during the interview to identify the type of environment in which the candidate thrives. Be willing to admit your perfect candidate may not be perfect for your organization.

Have a conversation:  Interviews are frequently very formal, stressful events. There are different schools of thought about how the hiring manager should approach the candidate. An interviewee should never be overly casual with a candidate because the individual should be working to show their expertise and what they can contribute. However, your team is going to be spending a lot of time with this person moving forward. Having a staff of best friends is not the goal, but attempt to get a sense of how the individual will interact with the peers with which they have to coordinate. Dig deeper when a candidate has an unusual response to a question, or when they make an off-handed comment that sounds like it sparks an emotion. Those are the interactions where you can learn the most about a candidate.

Cover Letters are Valuable:  Sometimes cover letters are really valuable tools. Many candidates use a template cover letter that is obviously sent to multiple employers, and keyword screening these is a helpful time saver. However, a candidate with a striking cover letter may be a good bet for an interview. Cover letters that are clearly targeted to the organization, especially if the person shares an interesting story, can work well to identify a good potential. Someone who takes time to write a strong letter often has a specific interest in the organization in which they are applying to, which may translate to a stronger commitment to the role and higher engagement. Consider an interview.