How do you know when you have found the right candidate for your firm? Many firms looking to hire someone receive hundreds of resumes these days because the unemployment levels are so high. There are some things to consider when you start to set up interviews.
The first and most important is to really think about the type of candidate you are looking for. This will help you figure out where to recruit. For example, is there anyone in your office that has the same qualities you are looking for?
You should be as detailed about the position as possible and highlight the areas of most importance. Try to let them know why this position is unique so they will be more interested. Remember, this is not the first interview these candidates have been to and may not be their last.
Always make sure you have enough qualified candidates to choose from and make sure you are asking the right questions in your interview. Try to be as detailed as possible so you can learn as much as possible about this individual. If you are in a smaller firm, they will need to be able to mesh well with your entire team. Have other individuals in your team meet with the candidates as well. Your team members may ask questions that you may not have thought of.
Even though you may need to hire someone quickly, take your time finding the right candidate. This includes having multiple meetings with a select few candidates. If you rush, it may end up costing you more money in the long run.
Any thoughts on how you weed through dozens or even hundreds of resumes? Are cover letters important, or is interpreting what a resume is telling you more important?
Your suggestion about bringing in additional team members for an interview is a good one. Sometimes the most important type of chemistry and employee brings to a team can only be revealed in a setting like that. Interviews can be a bit too formal to really see what someone is like.
I believe a well written cover letter helps an employer weed through resumes more efficiently. A cover letter should state what a candidate is looking for and what area(s) they excel at. This helps an employer quickly decide if the position is right for the candidate. If there is no cover letter, there should be a summary of qualifications at the top of the resume that briefly highlights the candidate’s strengths.
As an employer, make sure to write down some key expectations and/or requirements for the position you want to fill. Really take time thinking about specific duties and even characteristics you would like this candidate to have. Once you have a clear picture of the candidate you are looking for, weeding through resumes becomes easier.
Once you have narrowed down the pile of resumes, take the time to hire the right candidate the first time. In a small business, chemistry with your team can be the deciding factor. The more you and your team meet with the candidates, the more confident you will be with your final decision.