3 Tips for Making Right-Fit Hiring Decisions

By | | HR and Management Tips

The thrill and the agony. The thrill of adding new energy to the company by way of a stellar hire. The agony of realizing after investing time and energy into a new hire that it’s not going to work out.

The loosely translated phrase from ABC’s Wide World of Sports says it all, doesn’t it?

Hiring decisions are tough. Don’t let anyone try to convince you otherwise. Oh sure, sometimes the connection is instant, and everyone in the room knows it. But that is rare. More often, multiple candidates partially fit the bill, and the final decision taunts you, daring you to make that final call.

That perfect-fit candidate does not have to be elusive. You can experience the thrill of right-fit hiring decisions by implementing these strategies into a comprehensive hiring process.

  1. Review the job description before posting, during the interview process, and at the time of offer

Out-of-date or inaccurate job descriptions are often the precursors to a poor hiring decision. Before posting an open position, go over the job description with a fine-toothed comb. Involve those who will work closely with whoever lands in this position. If possible, include the soon-to-be-replaced employee. And then make sure that the interviewer has a crystal-clear understanding of all aspects of the job. Otherwise, how can he/she ask the right questions and properly gauge the responses?

Review again throughout the interview process. Keep a copy handy for quick reference. As you narrow down the candidates, consult the job description again for additional clarity as the final decision nears. Then, seek to clarify the candidate’s grasp of the job description by asking, “What is your understanding of the responsibilities of this position?”

  1. Determine how the candidate’s aspiration fits with this job

“During the hiring process, we always want to understand a candidate’s aspirations,” says Piyush Jain of SIMpalm. “How do they want to grow their career in the next three years? Why do they think this job can help them fulfill their aspirations?”

A ladder-climber will soon become discontented, even in a friendly, stable position, with little potential for advancement. Then, when restlessness and disappointment set in, you can expect that an exit plan is in the works.

That’s where a detailed, realistic understanding of the position will help you determine if the candidate’s hoped-for career path can be found within this job opportunity. And then, it is up to you to utilize the information before you and decide what will best serve both the candidate and the company in the long run.

  1. First understand and then prioritize culture fit

You get it already that cultural fit matters when hiring. But do you also get that unless you have an extensive understanding of your company’s unique culture, you cannot possibly make hiring decisions that will result in a good cultural fit?

It’s time to recognize that you may be so accustomed to the culture that you don’t think about it. So, do a deep dive and seek counsel from others within the company so that you can gain a deeper understanding with which to guide your hiring decisions.

Right-fit hires are worth the time and effort it takes to make them happen. And that’s a concept the A.R. Mazzotta understands well. Our team of staffing specialists will give 110% to finding you the best-match candidates for all your open positions. Connect with us today!