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4 tips for hiring smarter, not harder

Written by Guest Author | May 4, 2016 | 0 Comments
Recruitment agenciesThose of us who have experienced a certain measure of success in life are liable to attribute it overwhelmingly to our own hard work – after all, why wouldn’t we? Many recruitment agencies, however, know the truth – that at least as often as hard work, it is personal connections that get us ahead.
It’s something to think about when you next undertake a staff recruitment campaign. Employers depend hugely on these connections for finding talent, due to the simple difficulty of separating candidates for quality and suitability on the basis of CVs and interviews alone. So, what are the four things to do if you want to hire smarter, not harder next time out?

1. Involve more than one person

All too often, hiring managers are forced to depend on such unreliable factors as personal biases and ‘gut feeling’, perhaps related to a connection that they have with the candidate already. By gathering opinions from as many different relevant people in your company as possible, you can minimise these factors to come up with a reliable list of top candidates.

2. Take your time over decisions

As we established above, ‘gut feelings’ are unreliable, and there are simply no other shortcuts that you can take to get to know a person and their suitability for your vacancy. Ultimately, the only thing that you can do is take your time, scheduling an additional interview if necessary. You will be thankful that you did in the long run, even if you are under intense time pressure right now.

3. Don’t overemphasise the importance of the CV

While CVs are great for that initial process of filtering out blatantly unsuitable candidates, they aren’t so good as an alternative to genuine, face-to-face interaction. It’s only really the latter that will make the difference in getting to know a person, so that you can establish whether they really are ‘the one’ for your available role.

4. Ignore the stereotypes

It’s easy to presume – even on a merely subconscious level – that every 20-something you welcome into your interview room will be a whizz on social media, or that every Baby Boomer will have more traditional ideas about the workplace. Racial bias can also come into play even if you don’t mean it to, so you should be sure to keep an open mind and listen to your candidates, judging them as individuals.
By mitigating those notorious uncertainties that can play havoc with your hiring decisions, you will maximise your chances of recruiting smartly rather than simply hoping that a ‘punt’ of a hire will work out.

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