By Demi Hanes, Trüpp.

Finding qualified employees that fit your culture is critical to the success of your business, but there are many challenging steps along the way that can prolong the  process, present legal risk, or lead to a poor hiring decision. From writing job descriptions all the way though to collecting new hire paperwork, being intentional, strategic, and consistent makes all the difference in finding the right employee for the job. We’ve put together a collection of insightful articles that provide practical advice for getting the most out of your recruiting and hiring process.

Reviewing resumes

Once you have posted an open position, you can get flooded with resumes. But which ones are worth considering? Here are 10 things to look for in a resume:

  1. Concise content
  2. Grammar and spelling
  3. Longevity
  4. Experience match
  5. Outside industry experience
  6. The story
  7. Skills
  8. Red flags
  9. Facts vs. fluff
  10. Readability

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Scheduling interviews

Between the candidates’ time constraints and your busy schedule, it can often be difficult to schedule interviews. If you are interviewing multiple candidates, it’s even trickier. Here are 8 considerations for scheduling interviews:

  1. Time of day
  2. The recruiter’s schedule
  3. The interview dynamic
  4. Number of candidates
  5. The ease of getting to your office
  6. Day of the week
  7. Time of year
  8. Your work schedule

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Conducting interviews

It can be difficult to capture useful and consistent information that enables you to make informed hiring decisions, especially when comparing multiple candidates. Here are some tips on how to conduct effective job interviews:

  • Prepare your questions – Before your meeting, decide on exactly what you are looking for and what questions will help you best understand if the candidate will be right for the position
  • Reduce stress – Generally, people do not perform as well when under stress, making it more difficult to get to know a candidate. Try making them feel more comfortable speaking with you by letting them know what sort of questions you will be asking.
  • Involve others – But, not too many. Invite a couple of colleagues to interview the candidate who can provide valuable input for the position and the company culture.
  • Assess potential – Look for signs of “curiosity, insight, engagement, and determination” to get an idea of the candidate’s ongoing potential. Finding someone who can grow within the role is key to a successful hire.
  • Ask for real solutions – Ask about past experiences that relate to the specific responsibilities related to the open position.
  • Sell the job – Remember that the interview is going both ways. You want to show the candidate why working with your company is great. Give them the opportunity to ask questions about the organization.

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In addition to gathering useful information, it is important to be informed about the legal risks associated with job interviews. Here’s a list of 4 Interviewing Mistakes that put your company at risk:

  1. Questions and statements that may suggest discriminatory hiring.
  2. Questions related to a person’s disability.
  3. Questions related to convictions, drug use, and background checks before making an offer.
  4. Documenting information that is not legal to consider when making hiring decisions.

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More illegal job interview questions to avoid. Questions that relate to any of the below may be illegal:

  • Age
  • Race
  • Ethnicity
  • Color
  • Gender
  • Sex
  • Sexual orientation or gender identity
  • Country of origin
  • Birthplace
  • Religion
  • Disability
  • Marital status
  • Family status
  • Pregnancy
  • Salary history (in some states)

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Making decisions on candidates

You’ve made it through the interviews and have a few good candidates in the pipeline. Now, how do you decide which one is the best candidate for the position? Here are nine hiring tips to help you choose the perfect candidate:

  1. Quantify deliverables during the interview – Lay out what is expected for the first 30/60/90 days in the position to set expectations.
  2. Take your time – Take your time so that you don’t feel rushed just to get the position filled, but be cautious not to move so slowly that your candidates’ loose interest.
  3. Pay attention to the candidate’s questions – Have they researched your organization? Do they seem genuinely interested in the company?
  4. Ask subjective, culture-oriented questions – Finding the right cultural fit is vital to a candidate being successful in the organization.
  5. Make the interview fun – Creating a relaxed environment that enable a candidate’s personality to come through can help you determine if they are a good cultural fit.
  6. Use the past as a roadmap – Look at the history of the role you are filling and make adjustments before posting the position.
  7. Look for candidates with heart – Employees that are invested in the company and the company’s mission will perform better.
  8. Keep asking questions – Keep asking about a candidate’s experience and accomplishments to learn about their passions. Do they work well with a team? are they a natural leader? etc.
  9. Use the phone interview well – Use this time to pre-screen and clearly explain the duties, culture, salary expectations, and other basics of the position.

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If you’ve narrowed it down, here are some tips for how to decide between 2 awesome job candidates

  • Determine what you need – What is the #1 thing you need in this hire? Who shows the most promise for that?
  • Do the beer test – Yep, you read that right. To decide on who would fit in with your culture better, this article suggests considering which of the two you would rather have a beer with after work?
  • Remember that hiring is a two-way street – Consider which candidate is more eager to work at your company and if you are able to offer what they are looking for in the position.

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Doing reference checks

Now that you have 1-2 candidates in mind, it’s time to check their references. This can give you valuable insight into who this candidate is and how others perceive them.

6 Questions You Should Ask a Candidate’s References

  1. How would you describe the candidate’s reliability and dependability?
  2. What are the candidate’s strengths and weaknesses?
  3. What was one of the candidate’s most memorable accomplishments while working with you?
  4. What type of work environment do you think the candidate would be most likely to thrive in, and why?
  5. What skills would you like to see the candidate develop to reach their full potential?
  6. Would you recommend this candidate?

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You’ve done it! You’ve chosen the best candidate, now what? Time for the offer letter, pre-employment screening, and collecting the new hire paperwork. If you’re unsure about your team’s preparedness for the hiring process, short on time, or feel stuck and don’t know where to begin, consider enrolling your hiring managers in our convenient HIRE online learning path.

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