10 Tips to Choose the Best Candidate

1. Read their body language

The candidate’s body language can tell you what kind of person they are and how interested they are in the opportunity.

    Body Posture

  • If their posture is upright, it means that they are sincere and responsible, and have thoughtfully applied for the position.
  • If they are slouching, they are not honest, and also lack mannerisms.

   Eye Contact

  • If they are avoiding eye contact, it means that they are nervous and shy
  • However, if they are maintaining eye contact, it means that they are confident and responsible.

   Handshakes

  • Firmer handshakes signify confidence, authority, or even aggression, depending on the strength of the handshake
  • Weaker handshakes tell that the candidate is nervous and shy.

   Arm Movements

  • If the candidate is moving around their arms a lot, and finger-pointing, it means that they are very authoritative, and you might want to reconsider selecting them
  • However, some arm movements signify the clarity of concepts.

2. Focus on their previous positions or experiences, and achievements

  • Ask the candidate about what all they have learned from their previous positions or experiences, the major difficulties they had during that time, and how their team workers supported them at that time and how they overcame it.
  • This will help you to get to knew how they handle situations with shortcomings, and whether or not they can make a dull job turn bright.
  • It can also give you an idea of how much team spirit, adjustment, and leadership qualities they possess, and how much of a great addition they would be for your team.
  • Ask the candidates about their accomplishments. The way they answer would reveal if they are humble and modest, or a superficial show off.

3. Evaluate their work ethic and their attitude

  • By asking them about their previous experiences, you can learn a lot about their work ethic, and if they consider their teammate’s decisions as important as theirs.
  • Ask them if they had ever faced a conflict of opinions in their previous positions, and how they overcame it.
  • Candidates must possess a positive attitude and outlook on situations, without which they are impossible to overcome.
  • Also ask them about how they deal with the heavy workload, juggling between priorities, and organization.

4. Get to know if they’re a life-long learner who is ready to grow.

  • Pass some negative comment to the candidate in the interview, and see how they react to it
  • If they laugh it off loudly, then are disrespectful, or if they make a serious face, it means that they have a personality with slow growth.
  • However, if they politely accept and work on it, it means they are positive in taking growth.
  • Also, see if they are curious about a different solution you have suggested to a problem. Interested people continuously want to learn and are open to the process of growth.
  • They can later become an invaluable treasure to your company.

5. Check the behaviour of the candidate outside of the interview.

  • Get feedback from people who weren’t present in the interview, like the front desk employee- whether the candidate greeted them or not. This will give you a feedback of candidate and would answer questions like do they possess basic courtesy or not.
  • Also, during break time visit the waiting room for the candidates, and you can see if they are interacting with each other positively, how they are co-existing with each other in the same place under the pressure of an interview.
  • Also, talk to the other interviewers and ask them how they felt about the candidate.

6. Ask them about their hobbies.

  • Ask the candidates about something they are passionate about, like their hobbies. This would make the atmosphere more comfortable, and the candidate would find it easier and safer to open up. 
  • Ask them about how their hobbies help them and what they’ve learned from it.
  • Ask them about their dreams and about where they would see themselves in five years of working in your company.
  • Be conversational and open to the candidates if you want to learn more about them.

7. Give the candidate a problem to solve

  • By asking the candidate to solve an urgent problem, you can see the usefulness of the approach taken by them to counter difficulty. 
  • It does not matter if they can finish it or not.
  • The only thing that matters is how they deal with it. Even if they are struggling, they should consider all the approaches one by one to solve the problem, instead of giving up. 
  • Doing this can also give you an estimate of the emotional and intelligence quotient of the candidate.
  • You can also ask them about the typical situations they dealt with in their previous experiences, and the approach they took to handle it.
  • Candidates should also have a positive approach to dealing with situations, and they should also take an interest in it, only then they are capable of moving forward.

8. Pay attention to the questions the candidate asks. 

  • During an interview, it is natural for candidates to have questions about your company and the position are offered.
  • Their questions can tell you a great deal about their level of interest and about how enthusiastic they are to join your company.
  • It can also convey how motivated the candidate is.

9. Evaluate yourself and learn from your past hiring processes 

  • Take into account the techniques you applied in selecting candidates earlier, and about how good of an addition those chosen candidates have been as employees to your company.
  • Consider revising your methods and also take guidance from your fellow interviewers. 

10. Incorporate tests for candidates in the screening process.

  • Incorporate different tests for your candidates as it would give a reasonable estimate of their aptitude.
  • Include different types of difficulty levels in the test for the candidates, and check all the approaches they have undertaken in solving each question
  • It is also crucial that you review their CVs and application forms carefully and also conduct a background check on each employee.

 

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