How to make a candidate suitable for a job

7.8.2019

The process of looking for candidate may take a different amount of time, and its goal is always the same – to find the right employee for a long time (we do not speak about project vacancies now). The key word is “right”, but its mean “suitable”, because among the ten talented specialists only one will resonate.

One of the most popular ways to check for compatibility is a trial period. By the way, not only for the specialist and the owner of the company, but also the recruiting agency are interested in successful passage.

In fact, refusal to work (or vice versa – from a candidate) happens in approximately 10 cases out of 100. If the reasons are adequate (did not work well with the team, could not fulfill the expected amount of work, personal circumstances), then a 3-month warranty comes into effect for recruitment in exchange for the retired candidate. And this is not about the resumption of the search process – in fact, this is a large-scale work, including a detailed review of the application form, its adjustment, the preparation of a new pool of people, and so on.

In order to avoid such situations Recruit Alliance recommends:

Carefully check the application:

• If this is a new client, discuss each one sentence with his representative. For example, you are looking for a Marketing Director, so you need to clarify exactly what functions he should perform: develop a strategy or work according to a plan, be an ideological only inspirer or personally close digital, develop a network or work with a brand – there can be completely different expectations from one vacancy .
• Specify the nuances. For example, what kind of level of “stress tolerance” and “sociability” is meant. If the future accountant may encounter attempts at a raider seizure, then his or her experience should be relevant.
• A request for a specific specialist hunting also needs to be worked out, because it’s about one chance and all the possible reputational risks for each of the participants. Especially if in the end the candidate and the employer will not work together.

Be empathic, try to clearly understand what personal qualities the candidate must possess in order to be comfortable part of the team. To do this, you can go to the company to “look at the team”, search social networks, and discuss about hypothetical situations with a future supervisor.

Work with a list of candidate recommendations. Of course, it is necessary to proceed from a specific situation, but in most cases it is worth checking not only the last place of work, but also the previous one. Try to ask those questions that will help determine the real level of competence and areas of responsibility.

At least attend the first interview. First, learn more about the expectations of the client, and secondly, you will be the moral support of the candidate. Under stressful conditions, even an experienced top manager can “roll the wrong way” in conversation and spoil the overall impression. Help him, direct him to the conversation – you already know that he is the one who is needed. If the interview fails, you can do the work on the bugs.

Be ready for force majeure. It rarely, but it happens.

After receiving the candidate for a trial period, advise the parties to sign a detailed job offer, in order to clearly understand what the process participants expect from each other. It is worth mentioning:

• list of tasks for the period of probation
• job description in which it is written who will be the immediate superior of the future employee
• salary level (with all bonuses, amercement and other details)
• features of working conditions

For a period of probation, keep in touch with two parties. So you can help smooth out difficult moments, or perhaps remind you of mutual promises. And after all such, apparently, trifles influence the decision on admission to the staff / acceptance of the offer.