What questions should I ask, how sensible are trial days and how can I tell if a new employee fits into the team? Here are tips on how bosses already recognize at the interview, which applicant is best. An impressive CV is a good job certificate and important diplomas. Many HR managers look at it first. But ultimately there are other criteria and procedures that decide on later efficient employees. With the national police clearance you can be sure of your employee previous records now.
Include several decision-makers
The more widely supported the decision for a new employee, the more objectively he turns out. First and foremost involve the team and never decide against it. Key decision-makers can be supervisors, other human resource managers, people experts from other departments who often work with the person and are predecessors.
Use a variety of selection tools
Often too much emphasis is placed on the interview, which is often very subjective and emotional and disproportionately favors certain candidate types. Too often decisions are made too intuitively after the first few minutes. Work samples, trial weeks, assignments, team discussions and more are other ways to arrive at objective and holistic decisions.
Rely on employee referrals
Employee recommendations are very successful. These suggestions should come as far as possible from qualified coworkers. They should know the requirement profile well, and human resource managers should communicate with them regularly even after hiring a recommended employee. Employers even suggest that all employees should become headhunters.
Put the candidates’ intelligence and learning abilities first
Above all, intelligence and cognitive abilities are important factors for success and above-average performance. Depending on the job, do not scale up expertise, sometimes new perspectives and views of unconventionally thinking people can be more valuable. Also, the curiosity for problem-solving and the enthusiasm are to be weighted higher in many jobs. People with such qualities are often power drivers, spur on the team and are an opportunity and solution-oriented.
Prefer Active Sourcing
The active search in networks of competent and experienced recruiters in close consultation with one’s own line and a professional approach, the exact requirements criteria and a step-by-step approach bring better-qualified candidates than, for example, job advertisements on job portals.
Evaluate candidates holistically
Achievements from work certificates and careers in CVs are only a small part of success-critical criteria. Above all, assess candidates holistically and include, for example, emotional intelligence, core values, social and communication skills, main motivators, willingness to learn, living environment, work-life situation, work style, team behavior and more. Tasks, team character and corporate culture are important criteria for this.
Ask “why” and not “what”
Interviews are an important selection tool and behavioral and situational interview questions are the most important ones. How to behave in concrete situations relevant to the job and what would be done if a situation of particular importance to the job occurred. Ask more about how and why and less about what.
Check personality and character
At least as important as resumes and diplomas are the questions of whether a candidate fits the corporate culture, the team and the superior. These can be performance awareness, openness, curiosity, innovation and more. Pay particular attention to personality and character.